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Prohibited Personnel Practice | Discrimination Based on Marital Status and Political Affiliation
| Discrimination Based on Sexual Orientation | How to File a PPP Charge | After a
Charge is Filed
GAO employees are protected against prohibited personnel practices defined
in 5 U.S.C. § 2302(b). Generally,
5 U.S.C. § 2302 makes it unlawful for an employee
having authority to take, direct others to take, recommend, or approve a personnel
action if to do so would constitute a prohibited personnel practice.
Prohibited personnel practices include:
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Discriminating on the basis of race, color, religion, sex, national origin, age, disability,
marital status, or political affiliation
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Soliciting or considering an improper evaluation
- Coercing political activity
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Willfully obstructing competition for employment
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Influencing anyone to withdraw from competition for any position
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Giving an unauthorized advantage to anyone to improve or injure employment prospects
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Nepotism
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Whistleblowing [reprisal for disclosure of information]
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Reprisal for exercising appeal rights
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Discriminating based on conduct not related to performance
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Violating a veterans' ’preference requirement
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Taking or not taking actions in violation of a law, rule, or regulation
If a current or former GAO employee or applicant for employment with GAO believes
that he/she has been subject to a prohibited personnel practice, he/she
may file a Charge with the PAB/OGC. Usually, a Charge alleging that the Agency
committed a prohibited personnel practice must be filed within 30 days from the
date the individual knew or should have known that a prohibited personnel practice was
committed. If the allegation involves an adverse or performance-based action,
a Charge must be filed within 30 days of the effective date of the personnel
action. More information on how to file a PPP Charge is available at How to File a PPP.
For further information on procedures after a charge is filed with the PAB/OGC, see
What Happens After a Charge is Filed?
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