No, the OIG lacks jurisdiction to investigate employment discrimination complaints. The DC Office of Human Rights has jurisdiction to investigate employment discrimination complaints.

No, the OIG cannot give whistleblower protection. In order to preserve your rights and to obtain a legal determination that you are a whistleblower who has been harmed as the result of a prohibited personnel practice, you must follow the mandates of the D.C. Code, which require that you seek relief and damages through a civil action filed in D.C. Superior Court, or pursue any administrative remedy through the District of Columbia Office of Employee Appeals or arbitration. The OIG has no statutory authority to adjudicate a claim seeking to invoke whistleblower protections.

Yes, when reporting fraud, waste, abuse, or mismanagement to the OIG, at the time you file your complaint or provide information, you must tell the OIG that seek confidentiality or that you wish to remain anonymous. However, you are encouraged to identify yourself so that we may follow-up on your call, if necessary, and obtain additional information that will aid us in our investigation. If you give your name, your identity will be protected to the maximum extent allowed by law.

The OIG does not provide status reports. To obtain information about the OIG’s activities, you must file a Freedom of Information Act (FOIA) request with the OIG. In accordance with FOIA, we will evaluate your request to determine whether the OIG can provide you with any documents that are responsive to the request.