Thank you for visiting the Tennessee Valley Authority Office of the Inspector General (TVA OIG) Website and reviewing our privacy policy. The privacy of visitors to our site is important to us. This statement informs you of how we use information that may be collected when you visit TVA OIG on the Web.

Certain information about your visit, even if you simply browse through the Website, read pages, or download documents, will be automatically gathered and stored. The Web server automatically recognizes your browser's domain name and IP address, but it does not recognize your e-mail address. The information gathered does not identify you personally but allows statistical data to be compiled about the pages that visitors view. That helps determine the areas of our Website that interest users and improve the navigation and content of the site.

We do not attempt to identify individuals, nor do we track or record data about individuals or their visits. We collect no personal information about you unless you provide it to us. If you send us electronic mail, you are providing personal information (your name, address, phone number, or e-mail address, for example). We must record these data so we can direct your communication to the people who will respond to your request (although TVA OIG may not be able to respond to every message it receives). We do not use persistent "cookies" to collect personally identifiable information about the individuals who access our Web pages and do not sell any personal information to third parties. However, we may monitor and audit usage of our Website and may capture and transfer personal information to law enforcement authorities if we suspect that your use of our Website is in violation of federal or local laws.


Disclaimer of Liability

The Tennesee Valley Authority Office of the Inspector General makes no claims, promises or guarantees about the accuracy, completeness, or adequacy of the contents of this website and expressly disclaims liability for errors and omissions in the contents of this website. No warranty of any kind, implied, expressed or statutory, including but not limited to the warranties of non-infringement of third party rights, title, merchantability, fitness for a particular purpose and freedom from computer virus, is given with respect to the contents of this website or its hyperlinks to other Internet resources. Reference in this website to any specific commercial products, processes, or services, or the use of any trade, firm or corporation name is for the information and convenience of the public, and does not constitute endorsement, recommendation, or favoring by the Tennesee Valley Authority Office of the Inspector General.


Information presented on this website is considered public information and may be distributed or copied. The Tennesee Valley Authority Office of the Inspector General shall have the unlimited right to use for any purpose, free of any charge, all information submitted to the Tennesee Valley Authority Office of the Inspector General via this site except those submissions made under separate legal contract. The Tennesee Valley Authority Office of the Inspector General shall be free to use, for any purpose, any ideas, concepts, or techniques contained in information provided to the Tennesee Valley Authority Office of the Inspector General through this site.

Links to External Websites

This Website may contain links to files and documents located on external Websites. External Websites are defined as Websites that do not belong to the "" internet domain. These Websites fall outside the scope and control of the Tennesee Valley Authority Office of Inspector General. As such, the OIG can make no guarantees on the accuracy of data found on these sites; nor does the OIG endorse any information or products found on external Websites.


Image Intro

On May 15, 2002, President Bush signed the Notification and Federal Employee Anti-discrimination and Retaliation of 2002 (No FEAR) Act into law. The No Fear Act, with an effective date of October 1, 2003, requires that Federal agencies be more accountable for violations of anti-discrimination and whistleblower protection laws.

Federal Agency Requirements

  • Notify employees and applicants for employment about their rights under the discrimination and whistleblower laws
  • Post statistical data relating to Federal sector equal employment opportunity complaints on its public website
  • Ensure that their managers have adequate training in the management of a diverse workforce, early and alternative conflict resolution, and essential communications skills
  • Conduct studies on the trends and causes of complaints of discrimination
  • Implement new measures to improve the complaint process and the work environment
  • Initiate timely and appropriate discipline against employees who engage in misconduct related to discrimination or reprisal
  • Reimburse the Judgment Fund for any discrimination and whistleblower related settlements or judgments reach in Federal court
  • Produce annual reports of status and progress to Congress, the Attorney General and the U.S. Equal Employment Commission

If you see something that doesn't look right, say something. By doing so, you help the OIG stop fraud, waste, and abuse in its tracks! Anonymous & Confidential. The EMPOWERLINE® is a safe outlet for reporting and is available 24/7.

Call us at (855) 882-8585 or go to:   EMPOWERLINE®