Disclaimer for External Links
The appearance of hyperlinks on this page does not constitute endorsement (by the Federal Government, Department of Defense, or by the Defense Institute of Security Cooperation Studies) of linked web sites or the information, products or services contained therein. For other than authorized activities such as military exchanges and Morale, Welfare and Recreation sites, the Defense Institute of Security Cooperation Studies does not exercise any editorial control over the information you may find at linked locations. External links are provided consistent with the stated purpose of this DoD web site.
The Defense Institute of Security Cooperation Studies (DISCS) is committed to making all of our Internet documents accessible to everyone. To ensure that we meet or exceed the requirements of the 1998 Amendment to Section 508 of the Rehabilitation Act of 1973, we continually review our site and modify pages to remove accessibility problems for people with disabilities. The documents on our site are in many formats. Many are in ASCII or HTML format, accessible to people who use screen-reading software and to those with other vision or mobility impairments. Generally, we use Hypertext Markup Language (HTML) to create pages and documents that are accessible to that segment of our customer base. In creating HTML documents, we follow Section 508 standards; for example, we include alternate text to describe graphics.
Currently, our website contains documents in Adobe Acrobat PDF file format. Most PDF files will be accessible to those who use assistive technology such as screen readers. Some legacy or software created PDF files may not be accessible. If you are experiencing difficulty reading any PDF files please contact the webmaster at DISAM_webmaster@us.af.mil to make arrangements to have an alternate version sent to you.
Privacy & Security
- This web site is provided as a service by the Defense Institute of Security Cooperation Studies (DISCS).
- Consistent with government-wide standards to make its technology systems available to the general public, DISCS makes all documents on this web site accessible to individuals with disabilities who are seeking information. If you encounter any obstacles to accessibility, please contact the webmaster listed below to request that the information be provided to you in an alternate format.
- Except for authorized law enforcement investigations, no other attempts are made to identify individual users or their usage habits.
- For security purposes, and to ensure that this service remains available to all users, this government computer system employs software programs to monitor network traffic to identify unauthorized attempts to upload or change information or to otherwise cause damage, including attempts to deny service to authorized users.
- Attempts to upload or change information on this service without authorization or to download and copy with the intent to defraud are strictly prohibited and may be punishable under the Computer Fraud and Abuse Act of 1986 and the National Information Infrastructure Protection Act.
- DISCS does not use persistent cookies (persistent tokens that pass information back and forth from your computer and our web server). This web site might, however, use session cookies (tokens that remain active only until you close your browser) in order to make the site easier to use. The Department of Defense DOES NOT keep a database of information obtained from these cookies.
No FEAR Act
About the No FEAR Act
On May 15, 2002, Congress enacted the "Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002," known as the No FEAR Act. One purpose of the Act is to "require that Federal agencies be accountable for violations of antidiscrimination and whistleblower protection laws." Public Law 107-174, Summary. In support of this purpose, Congress found that "agencies cannot be run effectively if those agencies practice or tolerate discrimination." Public Law 107-174, Title I, General Provisions, section 101(1).
The Act also requires this agency to provide this notice to Federal employees, former Federal employees and applicants for Federal employment to inform you of the rights and protections available to you under Federal antidiscrimination and whistleblower protection laws.
No FEAR Act Annual reports for many federal agencies (including the Defense Security Cooperation Agency (DSCA), our parent agency) are consolidated and posted at Washington Headquarters Services (WHS).
Title III of the Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 (No Fear Act), Pub. L. 107-174, Section 301, requires agencies to post quarterly year-to-date cumulative statistical data pertaining to complaints of employment discrimination filed by employees, former employees and applicants for employment under EEOC 29 CFR Part 1614. The data must be for the then current fiscal year as well as end of year data for the five previous fiscal years (to the extent available for those five fiscal years).
Federal agency cannot discriminate against an employee or applicant with respect to the terms, conditions or privileges of employment on the basis of race, color, religion, sex, national origin, age, disability, marital status or political affiliation. Discrimination on these bases is prohibited by one or more of the following statutes: 5 U.S.C. 2302(b)(1), 29 U.S.C. 206(d), 29 U.S.C. 631, 29 U.S.C. 633a, 29 U.S.C. 791 and 42 U.S.C. 2000e-16.
If you believe that you have been the victim of unlawful discrimination on the basis of race, color, religion, sex, national origin or disability, you must contact an Equal Employment Opportunity (EEO) counselor within 45 calendar days of the alleged discriminatory action, or, in the case of a personnel action, within 45 calendar days of the effective date of the action, before you can file a formal complaint of discrimination with your agency. See, e.g. 29 CFR 1614. If you believe that you have been the victim of unlawful discrimination on the basis of age, you must either contact an EEO counselor as noted above or give notice of intent to sue to the Equal Employment Opportunity Commission (EEOC) within 180 calendar days of the alleged discriminatory action. If you are alleging discrimination based on marital status or political affiliation, you may file a written complaint with the U.S. Office of Special Counsel (OSC) (See contact information below). In the alternative (or in some cases, in addition), you may pursue a discrimination complaint by filing a grievance through your agency's administrative or negotiated grievance procedures, if such procedures apply and are available.
Whistleblower Protection Laws
A Federal employee with authority to take, direct others to take, recommend or approve any personnel action must not use that authority to take or fail to take, or threaten to take or fail to take, a personnel action against an employee or applicant because of disclosure of information by that individual that is reasonably believed to evidence violations of 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, unless disclosure of such information is specifically prohibited by law and such information is specifically required by Executive order to be kept secret in the interest of national defense or the conduct of foreign affairs.
Retaliation against an employee or applicant for making a protected disclosure is prohibited by 5 U.S.C. 2302(b)(8). If you believe that you have been the victim of whistleblower retaliation, you may file a written complaint (Form OSC-11) with the U.S. Office of Special Counsel at 1730 M Street NW., Suite 218, Washington, DC 20036-4505 or online through the OSC Web site at http://www.osc.gov.
Retaliation for Engaging in Protected Activity
A Federal agency cannot retaliate against an employee or applicant because that individual exercises his or her rights under any of the Federal antidiscrimination or whistleblower protection laws listed above. If you believe that you are the victim of retaliation for engaging in protected activity, you must follow, as appropriate, the procedures described in the Antidiscrimination Laws and Whistleblower Protection Laws sections or, if applicable, the administrative or negotiated grievance procedures in order to pursue any legal remedy.
Under the existing laws, each agency retains the right, where appropriate, to discipline a Federal employee for conduct that is inconsistent with Federal Antidiscrimination and Whistleblower Protection Laws up to and including removal. If OSC has initiated an investigation under 5 U.S.C. 1214, however, according to 5 U.S.C. 1214(f), agencies must seek approval from the Special Counsel to discipline employees for, among other activities, engaging in prohibited retaliation. Nothing in the No FEAR Act alters existing laws or permits an agency to take unfounded disciplinary action against a Federal employee or to violate the procedural rights of a Federal employee who has been accused of discrimination.
Existing Rights Unchanged
Pursuant to section 205 of the No FEAR Act, neither the Act nor this notice creates, expands or reduces any rights otherwise available to any employee, former employee or applicant under the laws of the United States, including the provisions of law specified in 5 U.S.C. 2302(d).
Alternative Dispute Resolution Program
Annual Performance Plan and Performance Report
Equal Employment Opportunity (EEO)
Freedom of Information Act (FOIA)
Office of Inspector General, Departmet of Defense (DoD)