Smithsonian Institution Whistleblower Policy

Whistleblowers are protected by law.

We at the Smithsonian pride ourselves on the quality and integrity of all that we do for the American people.  As a longstanding ethical principle, the Smithsonian does not tolerate waste, fraud, abuse, material mismanagement, or violations of law in any of its operations.  Employees can appropriately report a good faith suspicion of such activity without fear of retaliation from the Institution.

Pursuant to the Inspector General Act, 5 U.S.C. App. 3, the Smithsonian’s Office of Inspector General (OIG) is authorized to receive and investigate complaints or information from an employee concerning the possible existence of an activity constituting a violation of laws, rules, or regulations; gross mismanagement; gross waste of funds; abuse of authority; or substantial and specific danger to the public health and safety.  The OIG, for instance, handles complaints regarding abuse of authority; bribes, kickbacks, or bid-rigging; conflicts of interest; credit or purchase card fraud; forgery; theft; healthcare fraud; improper use of government resources; misuse of Smithsonian property; significant misconduct; violations of laws, rules, or regulations; and worker’s compensation fraud. 

In response to complaints or disclosures, the OIG conducts whatever reviews and investigations it deems appropriate.  Under the Inspector General Act, the Inspector General shall not, after receipt of a complaint or information from an employee, disclose the identity of the employee without the consent of the employee, unless the Inspector General determines such disclosure is unavoidable during the course of the investigation.

The Inspector General Act prohibits retaliation against employees for making a complaint to the OIG.  Accordingly, no employee who, in good faith, reports waste, fraud, abuse, mismanagement, or a violation of law shall be subjected to any harassment, adverse employment consequences, or other form of retaliation by the Smithsonian.  Retaliation includes, but is not limited to, adverse job actions such as termination; denial of any bonus, benefit, or training; reduction of salary or decrease in hours; or change in or transfer to a lesser position.  An officer or employee who retaliates against an employee who has reported to the OIG in good faith shall be subject to disciplinary action, up to and including termination of employment.  Anyone who makes a complaint or discloses information knowing it to be false or with willful disregard for its truth or falsity is subject to disciplinary action.

The authorities and responsibilities of the OIG and the relationship of the OIG to Smithsonian organizations and employees are more fully described in Smithsonian Directive 107 posted on PRISM.

Complaints or disclosures to the OIG can be made through its website www.si.edu/oig or by calling the OIG Hotline (202) 252-0321.

Thank you.

Lonnie G. Bunch III
Secretary

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