What to Report to the OIG Hotline
The Office of Inspector General (OIG) Hotline is a clearinghouse for receiving and handling allegations regarding fraud, waste, abuse, mismanagement, or misconduct affecting Equal Employment Opportunity Commission (EEOC) programs and operations. Examples of allegations that should be reported to the OIG Hotline include misuse, embezzlement, or theft of government property or funds; contract or procurement fraud; contractor misconduct; employee misconduct, such as misuse of official position; bribes or unauthorized acceptance of gifts; conflicts of interest and other ethical violations; and defense trade control violations.
To process your allegation(s), we will need you to provide as much information as possible regarding the suspect and victim. Your information should include the following:
Who committed the wrongdoing (person, company, or organization)?
What exactly did the individual or entity do?
Where did the activity take place?
When did it happen?
How was the activity committed?
Do you know why the person committed the wrongdoing?
Who else has knowledge of the potential wrongdoing?
Without sufficient information, we may be unable to act on your allegation. The more information you can provide, the better the chance we have of determining whether any wrongdoing has been committed. We are very interested in the information you have regarding waste, fraud, abuse, mismanagement, or misconduct in EEOC programs.
What Not to Report to the OIG Hotline
Complaints or inquiries regarding charges or complaints of discrimination (including status inquiries, processing complaints, complaints about EEOC employees’ customer service, complaints regarding the merits of charges, or complaints of discrimination).
Complaints of violations of the Agency’s collective bargaining agreement.
Complaints that do not relate to EEOC employees or programs.
Complaints that relate to the programs or employees of another government agency.
Complaints that involve an Agency employee but another agency has enforcement or regulatory jurisdiction (e.g., a complaint that an EEOC employee has falsified his or her Federal income tax information should be presented to the Internal Revenue Service).
Complaints about absence without official leave and leave usage.
Complaints regarding insubordination.
Complaints of discrimination, sexual harassment, or prohibited personnel practices.
Complaints regarding matters pertaining to physical security.
Whistleblower Protection Page
