What did the Civil Service Reform Act of 1978 do?

The Civil Service Reform Act of 1978 is intended to provide Federal managers with the flexibility to improve Government operations and productivity while, at the same time, protect employees from unfair or unwarranted practices.

Who enforces civil service reform act?

The CSRA is codified in scattered sections of Title 5 of the US Code. The MSPs under the CSRA are primarily enforced by the Office of Special Counsel (OSC) and the MSPB.

Does the Civil Service Reform Act protect whistleblowers?

In its next significant legislation affecting Federal whistleblowers, Congress passed the Civil Service Reform Act of 1978, which, among other things, attempted to protect Federal whistleblowers by giving them an appeal right to the Merit Systems Protection Board (MSPB) when they suffered reprisal for disclosing …

Which of the following is a result of the Civil Service Reform Act of 1978 quizlet?

The Civil Service Reform Act of 1978 abolished the U.S. Civil Service Commission and distributes its functions primarily among three agencies: the newly established Office of Personnel Management, the Merit Systems Protection Board, and the EEOC.

What did the Civil Rights Act of 1991 do?

The Civil Rights Act of 1991 was enacted to amend parts of the Civil Rights Act of 1964 and “to restore and strengthen civil rights laws that ban discrimination in employment, and for other purposes.” It amends a number of sections in Title VII of the 1964 Civil Rights Act, and applies changes that allow certain …

Why was the civil service Act passed?

The Pendleton Civil Service Act was passed due to public disdain for the old spoils system. The spoils system had become too indoctrinated in the government and led to the assassination of President Garfield. In response, Congress passed the Pendleton Civil Service Act, which President Arthur signed into law.

How are whistleblowers protected by law?

Whistleblowers are protected from retaliation for disclosing information that the employee or applicant reasonably believes provides evidence of a violation of any law, rule, regulation, gross mismanagement, gross waste of funds, an abuse of authority, or a substantial and specific danger to public health or safety.

What legal protection do whistleblowers have?

Federal Legal protections for whistleblowers were enacted through the Whistleblower Protection Act of 1989. The law offers the whistleblower some protection from criminal prosecution and administrative retaliation, such as firing or demotion.

What is the Civil Service Reform Act of 1883?

The Pendleton Act provided that Federal Government jobs be awarded on the basis of merit and that Government employees be selected through competitive exams. The act also made it unlawful to fire or demote for political reasons employees who were covered by the law.

Who is covered by the Civil Rights Act of 1991?

The federal law was passed into law by Congress on Nov. 21, 1991, following two years of debate, and prohibited discrimination for job applicants and workers, based on race, gender, religion, color or ethnic characteristics.

What was the Civil Service Reform Act of 1978?

Civil Service Reform Act of 1978 Pub. L. Section United States Code United States Code United States Code Title Section Authorizes 2 15 77c 17 CFR 200 230 232 239 240 1 15 77a nt

Is it illegal to discriminate against a federal employee?

The Civil Service Reform Act Of 1978 (CSRA) This law makes it illegal to discriminate against a federal employee or job applicant on the bases of race, color, national origin, religion, sex, age, or disability.

What was exempt from the Civil Service Reform Act?

Exempts, classified information from the provision of this Act authorizing public disclosure. Requires the Counsel to report cases believed to be a criminal violation to the Attorney General, the agency head, and the Directors of OPM and the Office of Management and Budget.

What kind of discrimination is illegal under the CSRA?

The CSRA also prohibits discrimination on the bases of certain other factors that don’t adversely affect employee performance, such as marital status, political association, and sexual orientation.