Intelligence Whistleblower Protections: In Brief

Intelligence whistleblowers are generally Intelligence Community (IC) employees or contractors who bring to light allegations of agency wrongdoings by, for example, disclosing information on such wrongdoings to congressional intelligence committees. Such disclosures can aid oversight of, or help curb misconduct within, intelligence agencies. However, intelligence whistleblowers could face retaliation from their employers for their disclosures, and the fear of such retaliation may deter whistleblowing. Congress and President Obama have taken measures to protect certain intelligence whistleblowers from retaliation, and thereby seemingly encourage these whistleblowers to disclose information on agency wrongdoing. These measures are the Intelligence Community Whistleblower Protection Act of 1998 (ICWPA), Presidential Policy Directive 19 (PPD-19), and Title VI of the Intelligence Authorization Act of 2014 (Title VI). Each of these measures details what disclosures fall within the scope of its protections, which generally include certain disclosures through government channels (e.g., disclosures to agency inspectors general or congressional intelligence committees). None of these measures protect against retaliation or potential criminal liability arising from disclosures to media sources. The ICWPA applies to both IC employees and contractors, whereas PPD-19 and Title VI appear to apply only to IC employees. The ICWPA is the oldest of the three intelligence whistleblower protections and, of the three, provides the least amount of protection to those falling within its scope. The ICWPA does not explicitly prohibit retaliation against IC whistleblowers. Rather, it outlines procedures through which whistleblowers can disclose to the congressional intelligence committees information on “urgent concerns,” such as violations of law or false statements to Congress. The ICWPA further contains no explicit mechanism for obtaining a remedy for retaliation stemming from disclosure of an urgent concern to Congress. It merely allows an IC whistleblower who has faced an adverse personnel action because he disclosed an urgent concern to the congressional intelligence committees to then use the ICWPA’s disclosure procedures to inform the committees of the retaliation. PPD-19, unlike the ICWPA, expressly prohibits an IC employee from taking an adverse personnel action or security clearance determination against another employee because of a protected disclosure. It additionally requires intelligence agencies to develop procedures for internally investigating, through agency Inspectors General, allegations of impermissible retaliation. After finding that impermissible retaliation has occurred, Inspectors General can recommend that agency heads take corrective action. When an employee has exhausted the internal review procedures that must be established under PPD-19, he can appeal to the Director of National Intelligence, who then has the discretion to convene a review panel. If it finds that improper retaliation occurred, the review panel can recommend that the agency head take remedial action. Title VI seemingly codifies, and expands upon, some of the protections of PPD-19. Its protections, and modes of enforcement, differ depending on the type of retaliation alleged. More specifically, Title VI’s protected disclosures and enforcement methods in the context of allegations of adverse personnel action are distinct from its protected disclosures and enforcement methods for allegations of adverse security clearance or information access determinations

Phased burst error-correcting array codes

Various aspects of single-phased burst-error-correcting array codes are explored. These codes are composed of two-dimensional arrays with row and column parities with a diagonally cyclic readout order; they are capable of correcting a single burst error along one diagonal. Optimal codeword sizes are found to have dimensions n1×n2 such that n2 is the smallest prime number larger than n1. These codes are capable of reaching the Singleton bound. A new type of error, approximate errors, is defined; in q-ary applications, these errors cause data to be slightly corrupted and therefore still close to the true data level. Phased burst array codes can be tailored to correct these codes with even higher rates than befor

HRM in Multinationals’ Operations in China: Business, People, and HR Issues

This paper presents the results of a study on the HR function in the Chinese operations of large multinational companies. Surveys of both line and HR executives in these firms were conducted. Results reveal that line executives are more sensitive than HR executives to criticality of people management issues as business issues, and that they see HR\u27s strategic orientation as the most critical area for improvement. The challenges and opportunities implied by these results are discussed

Compression shorts reduce prenatal pelvic and low back pain: a prospective quasi-experimental controlled study

Background Common prenatal ailments negatively impact performance of activities of daily living and it has been proposed that the use of dynamic elastomeric fabric orthoses, more commonly referred to as compression garments, during pregnancy might aid in the reduction of pain from these ailments, allowing for improved functional capacity. However, the effectiveness of such garments in this context has not been established. This study aims to determine whether compression shorts are effective and thermally safe in the prevention and management of prenatal pelvic and low back pain (LBP). Method A prospective quasi-experimental controlled study using parallel groups without random allocation was conducted, involving 55 childbearing women (gestational weeks 16–31) recruited from hospital and community-based maternity care providers. The compression shorts group (SG) wore SRC Pregnancy Shorts in addition to receiving usual care. The comparison group (CG) received usual care alone. Primary outcome measures—Numeric Pain Rating Scale (NPRS) and Roland Morris Disability Questionnaire (RMDQ) and secondary measures Pelvic Floor Impact Questionnaire - 7 (PFIQ-7) and SF-36 Short Form Health Survey—were assessed fortnightly over 6-weeks for both groups. The compression SG self-assessed daily their body temperatures to monitor thermal impact. Data analysis involved descriptive analyses of the primary and secondary outcome measures scores by group and time-point, and multivariable linear regressions to assess between-group differences in change scores at 6-weeks from baseline while controlling for baseline factors. Results After controlling for baseline scores, gestational weeks and parity, statistically significant differences in NPRS and RMDQ change scores between groups were in favour of the compression SG. At 6-weeks, mean (SD) NPRS change scores in the compression SG and CG were significantly different, at −0.38 (2.21) and 2.82 (2.68), respectively, p = 0.003. Mean (SD) RMDQ change scores in the compression SG and CG were also significantly different, at 0.46 (3.05) and 3.64 (3.32), respectively, p = 0.009. A total of 883 (99.7%) of the reported daily self-assessed body temperatures ranged between 35.4 and 38.0 °C when wearing the compression shorts. At 6-weeks, mean (SD) PFIQ-7 and SF-36 change scores in the compression SG and CG were not significantly different. Conclusion Compression shorts are effective and thermally safe for prenatal management of pelvic and LBP. Registration Trial registration was not required (Australian Government Department of Health Therapeutic Goods Administration (TGA), 2018)