Employee Protection from Reprisal. A. Prohibition of Reprisals –
Employee Protection from Reprisal. Prohibition of Reprisals – In accordance with 41 U.S.C. § 4712, an employee of a grantee or subgrantee may not be discharged, demoted, or otherwise discriminated against as a reprisal for disclosing to a person or body described in sub-paragraph (A)(2), information that the employee reasonably believes is evidence of: Gross mismanagement of a Federal grant; Gross waste of Federal funds; An abuse of authority relating to implementation or use of Federal funds; A substantial and specific danger to public health or safety; or A violation of law, rule, or regulation related to a Federal grant. Persons and bodies covered: The persons and bodies to which a disclosure by an employee is covered are as follows: A member of Congress or a representative of a committee of Congress; An Inspector General; The Government Accountability Office; A Federal office or employee responsible for oversight of a grant program; A court or grand jury; A management office of the grantee or subgrantee; or A Federal or State regulatory enforcement agency.
Employee Protection from Reprisal a. Prohibition of Reprisals
1. In accordance with 41 U.S.C. § 4712, an employee of a Sponsor, grantee, subgrantee, contractor, or subcontractor may not be discharged, demoted, or otherwise discriminated against as a reprisal for disclosing to a person or body described in sub‐paragraph (a)(2) below, information that the employee reasonably believes is evidence of:
x. Xxxxx mismanagement of a Federal grant;
ii. Gross waste of Federal funds;
iii. An abuse of authority relating to implementation or use of Federal funds;
iv. A substantial and specific danger to public health or safety; or
v. A violation of law, rule, or regulation related to a Federal grant.
Employee Protection from Reprisal
