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We join with those who mourn the loss of life, the injuries, and the disruption of lives caused by the attacks against Washington, DC, and New York, N.Y. All those effected -- the brave people who helped in rescue efforts, those involved in America's response to terror and in the war with Iraq-- are in our thoughts and prayers.
Supervisors, co-workers, and individuals themselves, have a responsibility to report unfavorable information. The following information is provided to assist in this reporting requirement.
A. INITIAL REPORTING REQUIREMENTS
The initial report is a summary of the information brought to the supervisor.
This information is then reported to the FSO. For example, the following
information should be provided in an alcohol or drug related situation.
1. What substance did subject
use or possess?
2. How was this use or possession
discovered?
3. Were there prior incidents
of the matter? If so, when and how often?
4. How much of the substance was
involved?
5. Has or will the individual
be referred to alcohol or drug counseling? Has or will the individual voluntarily
commit himself/herself?
6. Has or will disciplinary action
or administrative action been taken?
7. If arrested by the authorities,
has a court date been set? Where? When?
8. List other offenses, related
or unrelated, to include actions taken.
B. FOLLOW-UP REPORTS
Follow-up reports should be submitted to the FSO when there are any changes to the initial report or additional information comes to light since the initial report was submitted. Examples of other information which should be forwarded to the FSO include completion of or withdrawal (prior to completion) from rehab programs, administrative leave, recommendations regarding suspension or continued suspension of access, or termination of employment.
C. REPORTING SUGGESTIONS
The singular important element of the reporting requirement is doing just that: reporting. People often hesitate reporting because they do not have – in their mind – credible or complete information. Others believe they must play detective or act out the espionage thriller last seen on the TV. Nothing could be further from the truth. Any person knowing information of another that bears upon the credibility of that other person's access to classified information or assignment to a position of trust, must report the following regarding that information to his or her supervisor: who, what, when, and where.
The supervisor, in turn, should not delay reporting this information to the FSO. The supervisor should gather information regarding the individual, favorable and unfavorable, and make an appointment with the FSO at the first available opportunity.
D. SUSPENSION OF ACCESS
Suspension of access is the temporary withdrawal of an individual’s ability to access to classified information pending final adjudicative action by DOHA. Suspension is accomplished in one of the following ways:
- Local suspension by supervisor or other management official
- Formal suspension by DISCO/DOHA
Administrative decisions affecting disciplinary actions against an employee from verbal reprimands to termination of employment do not relieve supervisors and management officials from the responsibility of reporting adverse information to the FSO.
If, for instance, the employee is determined to be culpable in an instance
of willful disregard of personal responsibility to safeguard classified
information and employment is terminated, the responsibility for reporting
the adverse information to DISCO still exists.
