WhistleblowerSupporter

The Office of Special Counsel (OSC) Prohibited Personnel Practices List

The Office of Special Counsel (OSC) investigates allegations of prohibited personnel practices.

 

Download Prohibited Personnel Practices (PPP) Complaint Form (OSC-11).  This form can also be used to
complain retaliation for whistleblowing.

The following practices are prohibited by the federal government agencies under the Prohibited
Personnel Practices (PPP) Act:

(1) discriminate against an employee or applicant based on race, color, religion, sex, national origin,
age, handicapping condition, marital status, or political affiliation;  

 

Although OSC is authorized to investigate discrimination based upon race, color, religion, sex, national
origin, age, or handicapping condition, as well as reprisal for filing an EEO complaint, OSC generally defers
such allegations to agency procedures established under regulations issued by the Equal Employment
Opportunity Commission (EEOC). 5 C.F.R. § 1810.1.  (This deferral policy does not apply to discrimination
claims outside the jurisdiction of the EEOC, such as complaints alleging discrimination based upon marital
status or political affiliation.) (See http://www.osc.gov/ppp.htm#q10.)

Filing a complaint with OSC will not relieve you of the obligation to file a complaint with the agency’s EEO
office within the time prescribed by EEOC regulations (at 29 C.F.R. Part 1614).

(2) solicit or consider employment recommendations based on factors other than personal knowledge
or records of job-related abilities or characteristics;

(3) coerce the political activity of any person;

(4) deceive or willfully obstruct anyone from competing for employment;

(5) influence anyone to withdraw from competition for any position so as to improve or injure the
employment prospects of any other person;

(6) give an unauthorized preference or advantage to anyone so as to improve or injure the employment
prospects of any particular employee or applicant;

(7) engage in nepotism (i.e., hire, promote, or advocate the hiring or promotion of relatives);

(8) engage in reprisal for whistleblowing – i.e., take, fail to take, or threaten to take or fail to take a
personnel action with respect to any employee or applicant because of any disclosure of information by
the employee or applicant that he or she reasonably believes evidences a violation of a law, rule or
regulation; gross mismanagement; gross waste of funds; an abuse of authority; or a substantial and
specific danger to public health or safety (if such disclosure is not barred by law and such information is
not specifically required by Executive Order to be kept secret in the interest of national defense or the
conduct of foreign affairs – if so restricted by law or Executive Order, the disclosure is only protected if
made to the Special Counsel, the Inspector General, or comparable agency official);

 

In order to allege retaliation arising from whistleblowing, you must first blow the whistle--that is, you must
make the "disclosure" of agency's wrongful acts.  See more on whistleblowing.

 

Download OSC-11 form: prohibited personnel practice complaint form or whistleblower
retaliation complaint form.

 

Download OSC-12 form: whistleblower disclosure form.

 

(9) take, fail to take, or threaten to take or fail to take a personnel action against an employee or
applicant for exercising an appeal, complaint, or grievance right; testifying for or assisting another in
exercising such a right; cooperating with or disclosing information to the Special Counsel or to an
Inspector General; or refusing to obey an order that would require the individual to violate a law;

(10) discriminate based on personal conduct which is not adverse to the on-the-job performance of an
employee, applicant, or others; or

(11) take or fail to take, recommend, or approve a personnel action if taking or failing to take such an
action would violate a veterans’ preference requirement; and

(12) take or fail to take a personnel action, if taking or failing to take action would violate any law, rule or
regulation implementing or directly concerning merit system principles at 5 U.S.C. § 2301.

(Obtained from http://www.osc.gov/ppp.htm#q1)  

 

OSC receives, investigates, and prosecutes allegations of PPPs, with an emphasis on protecting federal government
whistleblowers.  OSC seeks corrective action remedies (such as back pay and reinstatement), by negotiation or from
the Merit Systems Protection Board (MSPB), for injuries suffered by whistleblowers and other complainants.  OSC is
also authorized to file complaints at the MSPB to seek disciplinary action against individuals who commit PPPs.



All statements contained in this page are subject to change and update.  EEO 21 does not take responsibility for any
errors or misrepresentation contained therein.

Whistleblowers Wanted: New International Whistleblower Association Invites You to Participate

Friends,

Please send this everywhere and ask everyone to join the IAW caucus.
We are of the whistleblower, by and for the whistleblower. We want the
largest diversity of whistleblowers possible. We want everyone regardless of
affiliation.

Please circulate the following news item:
http://www.opednews.com/articles/5th-Annual-Whistleblower-C-by-James-Murtagh
-110831-261.html

Our website explains what we are about:

http://internationalwhistleblower.org/

We are expanding our membership, and we are international in scope.
Our articles are appearing today in Scoop magazine NZ and around the world.
We want all whistleblowers to join, and the greater the diversity, the
better. Our signature issues are judicial accountability and medical
whistleblowing, but we are joining with defense and financial
whistleblowers, veterans, environmental. Our focus is to network and mentor.

We also ask all members to register for the entire conference at:

http://makeitsafecampaign.org/news/?page_id=2146

Please ask all members to write articles for OEN. We are running a series of
articles about the conference. I urge every panel to write an article about
their issue. Everyday I would like to run an additional article about each
individual event for the meeting. We are going to U-tube as much of the
conference as possible, and post on OEN and on the IAW website.

We work hard for this conference every year. This year, we can get even more
out of the conference with planning. I challenge every person to get an
article out about their issue. We will work with them, help them with
editing, and get their issue into the press.

We want participation from every single member. By delegating, we can get
everyone involved, and everyone can be heard.

Please send this out, and we will have another article tomorrow.
Ginger, if you have an article about the overall conference, please send it
and we will post it. OpEdNews has a tremendous circulation, and we will get
more attendees if we post articles now. Members still can reserve discounted
airfares.

So, to all MISC members and fans, now is the time. Write and post your
articles! None of us can do this alone, but together we can!

http://www.opednews.com/articles/5th-Annual-Whistleblower-C-by-James-Murtagh
-110831-261.html

ATTENTION! SEC ADOPTS NEW WHISTLEBLOWER RULES

I attended one of these sessions recently.  You do not have to be an attorney to attend.  I recommend that you all attend and read Mr. Kohn's new book.  It is written to make the complexities understandable even for people who are not attorney's.    Your fee includes a copy of Mr. Kohn's new book and handouts.  He was very open to answering participant questions.  GFS

 

 *******

 

On May 25th, the Securities and Exchange Commission (SEC) adopted whistleblower rules that fundamentally changed and enhanced the right of employees to obtain legal protection and large financial rewards (see Washington Post article).  The National Whistleblowers Center and its legal staff were extensively involved in this process, providing the SEC with nine formal rulemaking submissions and personally meeting one-on-one with each of the five SEC commissioners.  Many of the NWC's proposals were adopted by the SEC, and the Final Rules cited to NWC formal comments forty-four times.  The new regulations will prove an invaluable asset in the representation of corporate whistleblowers, and the new regulations if properly utilized will prove to be an invaluable asset in successfully representing employees and preventing corporate fraud.

 

As a result, the National Whistleblowers Center is conducting a series of nationwide seminars that will focus on the new SEC regulations, and the historic whistleblower protections contained in the Dodd-Frank Wall Street Reform and Consumer Protection Act.  The seminars will explain the new anti-retaliation rules governing corporate employees and the financial reward provisions.  These rules require the SEC to pay large financial awards to qualified whistleblowers for which there is no cap and can result in multiple millions of dollars in recoveries.

 

 

 

 

Dodd-Frank Act

3-hour CLE Seminar

NEW Corporate Whistleblower Protections and Reward Provisions

 

 

On July 21, 2010, Congress enacted the Dodd-Frank Act. Corporate whistleblowing was forever changed. The Act established the right of whistleblowers to obtain multi-million dollar rewards for reporting violations of Securities and Commodities Exchange Acts. These "qui tam" provisions were modeled on the False Claims Act -- a law that already has resulted in whistleblowers obtaining over $2.7 billion dollars in rewards for reporting federal contracting and procurement violations to the Justice Department. Dodd-Frank also enhanced employment protections available to whistleblowers. Retaliatory discharge cases can now be filed directly in federal court, with the right to a jury trial. Under Dodd-Frank, mandatory arbitration agreements cannot be enforced.

$150 ATTORNEY REFERRAL SERVICE MEMBERS

($95 For Early Bird Special!)

 

$295 ATTORNEYS

($150 For Early Bird Special!)

 

$75 WHISTLEBLOWERS

 

Call (202) 342-1903 for Early Sign-up or ARS Discount Codes

 

To REGISTER visit our UPCOMING EVENTS page

Locations:

 

Washington, DC -- June 10th, 2011 (Teleconference Available)

         National Whistleblowers Center

         3238 P Street NW

         Washington, DC 20007

 

         Register on or before June 7th for Early Bird Special

 

         Contact Seminar Director Estelle Kohn at [email protected] or Associate

         Seminar Director Philip Barrett at [email protected] or call

         (202) 342-1903 to register

 

Denver, CO -- June 23rd, 2011

         The Browne Palace Hotel & Spa

         321 17th Street

         Denver, CO 80202

 

         Register on or before June 10th for Early Bird Special

 

San Francisco, CA -- June 27th, 2011

         TURN-The Utility Reform Network

         115 Sansome Street, Suite 900

         San Francisco, CA 94104

 

         Register on or before June 10th for Early Bird Special

 

Los Angeles, CA -- June 28th, 2011

         Carlsmith Ball LLP

         444 South Flower Street, 9th Floor

         Los Angeles, CA 90071-2901

 

         Register on or before June 10th for Early Bird Special

 

New York, NY -- July 25th, 2011

         New York Marriott Downtown

         85 West Street at Albany Street

         New York, NY 10006

 

         Register on or before July 15th for Early Bird Special

 

CURRICULUM:

Learn how to use the new corporate whistleblower laws and regulations to effectively represent employees, combat fraud and qualify for large whistleblower rewards. Gain insight into how whistleblower protections laws can be integrated into your law practice as powerful legal tools for maximizing your client's ability to have their case heard before a jury and obtain entitlement to large monetary damage awards and rewards.

 

FACULTY:

Stephen M. Kohn, Esq. is the Executive Director of the National Whistleblowers Center and one of the nations leading advocates on whistleblower law.  Mr. Kohn will present this unique seminar on the latest whistleblower laws and rewards provisions. Mr. Kohn has represented numerous high profile whistleblowers for over 27 years. He has authored seven books on whistleblower law, including the recently published The Whistleblower's Handbook: A Step-by-Step Guide to Doing What's Right and Protecting Yourself (Lyons Press, 2011). Mr. Kohn was the principal author of the NWC's rulemaking petitions and personally met with all five SEC Commissioners and the responsible Commission staff.

 

To Register or For More Information:

Please visit our UPCOMING EVENTS page or contact Estelle Kohn or Philip Barrett by phone: (202) 342-1903 or email: [email protected] or [email protected].  

If you cannot make the seminar, you can purchase the course materials, The Whistleblower's Handbook, online for $16.95 plus shipping. 

POGO Reports on Whistleblower Progress: September 2010

I received this from POGO (Project On Government Oversight), last week.  –GFS

 

 

 

Dear G. Florence,

 

Two important developments to tell you about:

 

 

On the heels of testimony by POGO's Angela Canterbury, Congress has repealed a provision that had given the SEC outrageous secrecy privileges.

 

This is a major victory for defrauded investors, for whistleblowers and for open government.

 

 

 

POGO is joining a bi-partisan group of senators in calling for new leadership in a key government oversight position.

 

The current Special Inspector General for Afghanistan Reconstruction (SIGAR)—the government watchdog who is supposed to root out fraud, waste, and abuse of taxpayer dollars in Afghanistan reconstruction efforts—has had a disappointing tenure.

 

Taxpayers have spent over $51 billion on reconstruction in Afghanistan since 2002, and it's time to put an effective watchdog in place.

 

 

I encourage you to read more about these issues at POGO”s Website:

 

Brief analysis of the bill to repeal SEC secrecy privileges  http://pogoblog.typepad.com/pogo/2010/09/sec-secrecy-repeal-sent-to-obama.html

 

Highlights from POGO testimony arguing for need to repeal these privileges  http://www.pogo.org/pogo-files/alerts/financial-oversight/fo-fra-20100915.html

 

 

Why the current SIGAR needs to go   http://www.pogo.org/pogo-files/alerts/government-oversight/go-igi-20100923.html

 

 

 

Technology May Help Whistleblowers

From Dr. William Corcoran, Moderator of Whistleblower 411 (Yahoo Group)

 

The Video Device is the Greatest Aid to Whistleblowing Since Language

Whistleblowers, Start Your Video Phones
Don't just bitch and snitch, take pictures and videos.

http://www.nytimes.com/2009/02/20/nyregion/20cop.html?emc=tnt&tntemail1=y

Petition Drive for Over and Accountability

 

 

Join The National Whistleblowers Center Petition Drive For Oversight And Accountability

"National Whistleblowers Center" <[email protected]> 

 

 

Dear Active Member,   The National Whistleblowers Center invites you to become more involved in the fight for whistleblower rights.  We are leading a petition drive to pass a national whistleblower protection law. Whistleblowers who report waste, fraud, and abuse are essential for proper oversight and accountability. The recent financial scandals and multi-billion dollar bailout legislation highlight the urgent need to protect these courageous individuals.   To sign the petition please click here.   To send the petition to friends click here.   We will be petitioning on the National Mall before the Inauguration and at various events in the DC area. Please come join us and tell everyone you know to sign the petition.  Every signature helps!  To learn more about the National Whistleblowers Center please visit www.whistleblowers.org or contact Lindsey Williams at [email protected].   Thank you.

 

Whistleblower Organizations and Sites

Whistleblower Organizations and Sites (Random Order)

***************************************************************

National Whistleblower Center:   http://www.whistleblowers.org/index.php?option=com_frontpage&Itemid=71

Project on Government Oversight:    http://www.pogo.org/

 

 

Government Accountability Project:  http://www.whistleblower.org

Government Accountability Project:   http://www.whistleblower.org/template/index.cfm

OSC Watch:   http://www.oscwatch.org/blog/

Ms. Sparky’s Mishaps & Misadventures (Halliburton/KBR):  http://mssparky.com/

 

Example of Citizen Letter of Information and Concern to the Obama-Biden Administration

You may send letters of information and concern to the Obama-Biden offices of President and Vice President Elects:  http://change.gov

You also may view reader questions and take part in a ranking of importance of questions on this site, as well as submit questions of your own for the incoming administration. 

Below is an example letter, this one about protecting federal employees/whistleblowers.

Be empowered.  Stand up and take action!  -GFS

**************************************************************

January 4, 2009

Dear President-Elect Obama and Vice-President-Elect Biden:

I recently received an article titled “Obama Faces Legacy of Lawlessness at Justice” by Daphne Eviatar, The Washington Independent.  This article is a must read for anyone who has noted the increasingly evident lack of vigor in the Justice Department and the malfeasance demonstrated in meeting the missions of the various agencies and departments.  The anonymous federal government investigator who sent it to me gave me permission to pass his comments along to interested readers.  He stated:

“G. Florence-

Excellent article about Lawlessness at Justice.  Many politicians have talked, and talked and talked for the past eight years about the injustices of the Bush administration.  And, dare I say almost all, have backed away from any meaningful confrontation with the Bush Administration. 

We all know the story and the legacy of the corruption rampant throughout Bush’s administration.  Some of us have experienced it firsthand!  For those of us that have, our lives and careers have been trampled upon.  For those of us approaching retirement age, there will be no recouping from that damage – the damage is done, and we will continue to suffer into retirement through lost jobs, lost promotions, lost opportunities, lost wages and lost retirements.  For those of us that have served under and been punished under the Bush administration – enough talk by politicians!  We need to see some justice and some action by those politicians supposedly serving the people of this great nation. 

How does this new administration propose to extricate the damage and toll to those public servants and people’s lives and careers that have been destroyed by the Bush administration?”

There are many federal employees who feel the same.  I hear from some of them due to my blogs for and about whistleblowers (or those who are labeled whistleblowers for trying to ethically do the jobs they were hired to do).  You have never heard of most of these people.  And the majority you probably never will hear about.  Few whistleblower situations actually are made public in the media.  And unless you know one very well, personally, few federal employees or whistleblowers will volunteer the details of their personal nightmare, for fear of more retribution or loss of job, career and retirement.  For that reason, the majority of whistleblowers or would-be whistleblowers, though they lurk about websites that post information of interest and use to them, do not ever leave comments, even anonymously.  And due to the many challenges to any kind of privacy online and over land and wireless communications systems as a part of increased “spying” on the American Public that the past eight years has brought about, I do not blame them.   The extreme corruption, excesses and greed exhibited by members and associates of the Bush Administration are leaving our government at an all time low.  It will not be a clear field for the new administration.  Even now, just days before the change of administrations, the outgoing one seeks to hobble the incoming one. 

So this will be a major challenge for the new Obama-Biden administration.  There are a large number of predominantly silent people out there watching and waiting to see what will be done to establish a system which respects those who try to stand up to wrong doing, those who feel integrity is an important part of the oath they took when beginning the adventure that was to be their career federal job, those who hold their responsibility to uphold the United States Constitution and laws above all else.  Who will stand up for these courageous federal employees who serve as prosecuting attorneys, investigators, security specialists, contracting officers, and all manner of oversight of government business as well as of contracting of companies to the federal government?  How and when will full protections and rights be firmly put into place which will allow them safety and dignity as they do their jobs without fear of retribution and destruction of their careers and lives? 

Another career Federal Employee commented last night:  “If the new administration expects would-be whistleblowers to disclose violations of law and danger to public safety and national security, it should give immediate relief to the current whistleblowers who are enduring constant subtle retaliation while at their current job, resigned under duress, or were fired.” 

I ask that the Obama –Biden Team take definitive action on this problem and come forth with clear policy and a plan to assure protection and assistance for those loyal federal employees who have been trying to do their jobs and have been pounded into the ground for doing so.

Sincerely,

G. Florence Scott

******************************************************************

 

Someone sent me this today (1-11-09) as another example of a letter to the Obama Administration (incoming). 

 

Dear President Elect Obama,

 

 

I have given security of this country considerable thought and finally have come to the conclusion that the government needs to not only reintroduce regulations for SEC but also needs to listen to and give protection to Whistleblowers.  Many of these people have given their futures to protect this country by trying to bring attention to problems in oversight at some of the largest corporations in this country.  Companies that would rather think about how much money they can earn and not what they can do for their country.  When we do not have good Federal oversight because people fear the loss of their jobs we have nothing. When reports are changed by higher authority in an agency, one cannot hope to learn the truth.   Integrity in this country has hit an all time low.  When my father had a business, “his word was his bond” and that doesn’t seem to exist anymore.  Please consider reinstating regulations that at one time kept us more secure but then were dismantled by industry in their pursuit of more money.  At first I thought it only needed to be fixed in security agencies but now realize it needs to be changed in every agency we have.  Please listen to and protect Whistleblowers and learn what has really been going on these last eight years (or longer).

 

Sincerely,

Advice for Would Be Whistleblowers

This was sent to me by someone.  I post it here for all to view.  It was apparently a recent blog post by Darcy O'Neil that the sender felt was of interest to others. Advice For Would Be Whistleblowers Posted (admin) in ethics on February-18-2008 They say no good deed goes unpunished and sadly that is the truth in the world of the whistleblower. The theory on ‘whistle blowing’ is that the individual is helping the community, and following their ethics, by reporting the offending person or company. The risk of recrimination is very high and usually results in a long and difficult fight for the whistleblower. This battle will likely including legal threats and character assassination. So what can you do to protect yourself when you do blow the whistle? Having been through this process I have gain some insight on how best to handle the situation. 1. Documentation: Once you suspect that something is wrong you should begin documenting. Start by taking notes in a log book or note pad. This information will be helpful when you need to tell your story and will provide the detail needed to track down further evidence of wrong-doing. Next, start collecting pertinent documents. The best way is to copy documents (photocopy, computers docs, etc.). When you think you have enough, double it. Pictures, phone recordings, documents, conversations, e-mails are all important and should be noted when possible. There can never be enough documentation. Once the authorities begin investigation documents had a tendency to disappear. Many people who don’t know the laws will try to tell you that these methods are illegal. The fact is they are not. In Canada it is legal to record a conversation or phone call as long as one of the parties is participating in the conversation. The removal of documents from the workplace is a gray area. Under normal circumstances removing company information is illegal, however when it is evidence it can be collected. In a Canadian court all evidence will be considered. Check with your government’s laws or speak with a lawyer before taking any risks. 2. Minimize Your Exposure: When you draw up the courage, and support, to finally report the issues there are a few things you need to do. First, it is best if you stay at your job while you report the issues. Sometimes the authorities will ask you questions, that will help them with their investigation, and being at the location is beneficial. Ask to be kept anonymous, if possible, but sometimes this can’t be done. Next, get your resume polished up and start sending it out. Then prepare financially by locating your employment insurance office. Tell them that you are blowing the whistle on your employer and you may be fired for it. Provide the person with the contact names of whichever authority you contacted. The idea is to build a rapport, so if bad things happen, people will know the facts. Don’t loose that all important safety net. 3. Go with your Instincts: Most people will tell you not to blow the whistle because there are no winners. They are partially right, but without your courage people will get hurt, the rich will get richer and abuse their powers. You can change that by doing what you feel it right. We often cloud our thinking with other people’s perceptions, but only you can determine what to do. Most of the time your instinct are right and you should trust them. If you listen to others and they convince not to go with your instincts, and then something bad happens, you have to live with the consequences, not them. 4. Be Patient: Nothing happens quickly no matter how fast you want to be done with it. The reality is that things will go much slower than you ever expected them too. The best way to make sure things are moving is to do some research. For example, if you file a complaint against a medical professional, the regulatory College that receives the complaint will have a complaints process. However, this is usually regulated by a government agency that has legislation regarding complaints. In Ontario all complaints must be handled in 120 days. If not, you can contact the Health Professions Appeal & Review Board and they will contact the College and accelerate the process. Some other tips to accelerate the process include contacting your local politician, begin a letter writing campaign to media outlets and compiling your story onto an internet site. Be persistent when dealing with each agency, don’t accept their statements at face value and always follow up. 5. The Media is Not a Solution: They can help but you have to convince them to write the story. Many times it may take months for them to move. Remember they don’t want any liability, they are a profit-motivated company and will only publish story’s that make them a dollar. If your former employer is litigious, they will probably be too scared to publish. The media has no problem reporting history, so once a final verdict is reached, by the authorities, they will write a story. Unfortunately it will be to late to help you. Some of the smaller media outlets may be more willing to help you. Take a look at freelance writers, who may spend more time working on your story and getting the facts. They also have the contacts you need to get it published. 6. Prepare for an Attack on your Character and Legal Threats :: The person or company you are dealing with will not let things go easily. The first response will be to discredit you. If you look like an disgruntled employee or someone with a vendetta then your story will be less believable. It’s easy for the person or company to do this. If they were unethical to start with, it’s not a huge leap for them start lying about you after you report them. There isn’t much you can do except try to disprove they’re statements. Use the document you gathered to clearly show that they are the guilty party and you were just being ethical. In the end your efforts will be recognized. You will probably receive a cease and desist letter, don’t be overly concerned as this is most likely posturing. If you are worried, speak with a lawyer. 7. Use Lawyers Sparingly: Nobody can fight with the passion you have and no lawyer will ever put the amount of effort you already have into your fight. Replying to a cease and desist letter is easy, just stick with the facts, provide the evidence and take the high road. Most lawyers will act like an 600 lb gorilla, your job is to be bigger. In all likelihood they won’t want to take this issue to a public forum, like a court room, especially if you have documented the case very well. That would give you a perfect opportunity to invite the media and lay your case out. Examples of cease and desist responses can be found at http://www.snakeoil.ca. If you need legal advice, get it, but don’t let the lawyer bleed you dry. Have your questions prepared on paper and sit down with the lawyer and discuss the issue. If they charge a minimum of one hour time, use it all. One good thing to do is prepare a short summary of the facts in your case, and fax it in to the law office. Don’t ask question in the letter. Blowing the whistle is stressful enough without having thousands of dollars in legal fees. Some people will tell you not to let the event consume you. If it does consume you, it will affect other parts of your life. But sometimes focussing your energy can be better if it will resolve the issue quicker. It’s better to throw your whole heart into the matter, rather than fight with yourself. It is difficult to not be consumed. My advice is to simply go with it. The harder you work the quicker the issue will be resolved and the sooner you can get on with your life. The is no reward for doing a good deed, that’s only in movies. In the end however you should have the satisfaction that you made your community or country a better place. People will respect you for your efforts and hopefully inspire then to do something good and that is a reward in itself. Darcy O’Neil is a chemical technologist who became a pharmaceutical whistleblower. His experiences, including the evidence, legal threats and decisions can be found at http://www.snakeoil.ca. Darcy is currently working as a bartender and a freelance writer. Article Source: http://EzineArticles.com/?expert=Darcy_O’Neil

Write About Your Whistleblower Experiences!

Write about your experiences at this site.  You are helping to share information and to encourage others to stand up as well.  Write on!

Write On @ Writing.Com!