A: No. Government attorneys represent the agency only and may not act on behalf of an employee. An employee may retain a private attorney at personal expense for representation during an OIG investigation or interview. Consistent with current prevailing law, employees who are bargaining unit members may be permitted to have union representation present during interviews. Additionally, pursuant to OIG policy, investigators may audio- or video-record interviews. Recording is to the benefit of all parties, because it ensures that a definitive record exists of both what was asked and the information provided in response.
As noted above, an employee's management can become involved if the employee declines to participate in a recorded interview. If interviewees wish to request transcripts of their recorded interviews, OIG has procedures by which such requests may be made and will be processed.
A: Generally, when an investigation is complete, OIG will produce a report based upon relevant witness interviews, records, and other evidence. The report will be reviewed within OIG to ensure that it is fact-based, objective, and clear.
It will then be provided to appropriate individuals, including management, accompanied by recommendations as warranted, so that they may consider any appropriate corrective actions based on the results of OIG's investigation. A: OIG investigators will respect the confidentiality of Department employees as provided by law. Further, OIG takes whistleblower protection very seriously and, along with the U.
Office of Special Counsel, investigates alleged reprisals against employees for making protected disclosures to OIG. It looks like your browser does not have JavaScript enabled. Please turn on JavaScript and try again. What to Expect: FAQs for Commerce Employees and Managers Under the Inspector General Act of , as amended, OIG is authorized to carry out both investigations and audits to "promote economy, efficiency, and effectiveness in the administration of, and … prevent and detect fraud and abuse in … [the Department's] programs and operations.
The law created independent and objective organizations to conduct and supervise audits and investigations relating to agency programs and operations. The OIG is directly responsible for meeting the statutory mission of promoting economy, efficiency, and effectiveness in the administration of SSA programs and operations and to prevent and detect fraud, waste, abuse, and mismanagement in such programs and operations. We also search for and report systemic weaknesses in SSA programs and operations, and make recommendations for needed improvements and corrective actions.
We commit to integrity and excellence by supporting an environment that provides a valuable public service while encouraging employee development and retention and fostering diversity and innovation. We provide timely, useful, and reliable information and advice to Administration officials, Congress, and the public. Documents Section 6 of the Inspector General Act gives the IG authority to obtain the following documents from the agency: all records, reports, audits, reviews, recommendations, and other materials that relate to FCC programs and operations.
This section of the statute also authorizes the IG to issue subpoenas to obtain documents from outside the Federal government. Access to financial records is authorized under the Right to Financial Privacy Act. Individuals Government employees mainly participate in OIG investigations by providing information to investigators and participating in interviews.
The vast majority of employees voluntarily consent to interviews and fully cooperate by supplying information and documents within their control.
Employees who do not voluntarily cooperate may be ordered by a supervisor to appear for an interview with an OIG investigator.
Employees who disobey such an order may be disciplined, subject to any employee rights discussed below. Of course, false statements made in the course of an investigation may be subject to both criminal and administrative penalties.
OIG interviews are conducted in compliance with constitutional rights. Before beginning an interview, OIG investigators identify themselves, present their credentials, and state the nature and purpose of the interview. The four types of warnings that may be administered during investigations are Miranda, Kalkines, Garrity, and Weingarten.
It is OIG policy to allow an interviewed employee, who may or may not be the subject of an investigation, to have a legal, union or other representative present. Employees requesting legal, union or other representation are entitled to a reasonable amount of time to arrange this representation.
Legal or other representation is at the expense of the individual employee. The Commission does not provide attorneys for this purpose. The role of the representative is to provide counsel or advice, not to answer questions on behalf of the employee. Representatives are not permitted to question the OIG investigator or otherwise dominate or disrupt the interview or the investigation. The investigative report details pertinent facts of a case and describes available evidence of all relevant aspects of any allegation against individuals, including aspects of an allegation not substantiated.
Investigative reports are given to officials and managers who have a need to know in order to properly determine whether disciplinary or other administrative action is warranted.
0コメント