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What is the EEOC OIG Hotline?

The OIG hotline can be reached at 1-800-849-4230. Inspector General Act (IG Act) of 1978 as amended gave the OIG the authority to accept complaints from EEOC employees and the general public concerning criminal activity, fraud, waste, abuse, and mismanagement of EEOC programs and operations. Individuals, who wish to report EEOC fraud, waste, and/or abuse, should use our hotline complaint form or contact one of our hotline specialists at the number provided above.

What types of common complaints are not accepted by the EEOC OIG Hotline?

  1. 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).
  2. Complaints of violations of the Agency’s collective bargaining agreement.
  3. Complaints that do not relate to EEOC employees or programs.
  4. Complaints that relate to the programs or employees of another government agency.
  5. 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).
  6. Complaints about absence without official leave and leave usage.
  7. Complaints regarding insubordination.
  8. Complaints of discrimination, sexual harassment, or prohibited personnel practices.
  9.  Complaints regarding matters pertaining to physical security. 

Can complainants receive confidentiality or remain anonymous?

The Inspector General Act of 1978 (IG Act) protects a complainant who chooses to remain confidential. The complainant may remain confidential (i.e., known only to the EEOC OIG except when the IG determines the disclosure is unavoidable or is otherwise legally compelled) or anonymous (i.e., unknown even to the EEOC OIG). If the complainant chooses to remain anonymous, EEOC OIG cannot obtain additional information on the allegation (e.g., testimonial or documentary evidence, identity of witnesses), and also cannot inform the complainant as to what action EEOC OIG has taken on the complaint. Confidential status allows further communication between EEOC OIG and the complainant after the original complaint is received. 

What should be included in a complaint?

  1. First and last name of complainant
  2. Address
  3. Contact phone number
  4. E-mail address (if applicable)
  5. Name of EEOC employees and office that are the subject of complaint
  6. Brief summary of complaint
  7. Date of complaint
  8. Whether anonymity or confidentiality is requested

Where can I report wrongdoing?

  • Tell a supervisor or someone higher up in management.
  • Report the issue to an agency’s OIG (http://OIG.EEOC.GOV).
  • File a complaint with the Office of Special Counsel ( )

Are whistleblowers protected from retaliation?

Yes. It is unlawful for agencies to take or threaten to take an adverse personnel action against an employee because he or she disclosed wrongdoing. Adverse personnel actions include poor performance reviews, demotions, suspensions, terminations or revocations, and other forms of retaliation for filing an appeal, complaint, or grievance. Other types of protected activity include helping someone else file or testifying on his or her behalf, cooperating with or disclosing information to the Office of Special Counsel or an inspector general, and refusing to obey an unlawful order.

Protections for Federal employees include the Inspector General Act (IG Act) of 1978 (, as amended, and the Whistleblower Protection Act of 1989

What can I do if I believe whistleblower retaliation occurred?

  • If you are a Federal employee and believe that you have been retaliated against because of your whistleblowing, you may contact the U.S. Office of Special Counsel ( or the OIG (http://OIG.EEOC.GOV).
  • If you are a Federal employee and have been subject to a adverse personnel action, you can file an appeal with the Merit Systems Protection Board ( and assert whistleblower retaliation as a defense.
  • If you are contractor employee and believe that you have been retaliated against because of your whistleblowing, you can contact the OIG (http://OIG.EEOC.GOV).