Human Resource Policy Manual (HRPM)
Human Resource Management (AHR)

STANDARDS OF CONDUCT
ER-4.1

This version effective: August 11, 2000 unless otherwise specified for a collective bargaining unit

Background information: This chapter replaces chapters 1, 2, 3, and 5 of FAPM LETTER 2635. However, FAPM 2635 will remain in effect for bargaining unit employees/positions where any applicable collective bargaining agreement contains provisions that conflict with this chapter and/or until all bargaining obligations with individual collective bargaining units have been satisfied.

9. GIVING STATEMENTS AND/OR TESTIMONY:

a.      It is the duty and requirement of every employee to give, orally and/or in writing as directed, to any supervisor or DOT official conducting an investigation, inquiry or hearing in the interest of the agency, complete and truthful information and testimony pertaining to all matters in which queried.

b.      When directed by the Administrator (or his/her authorized representative), an employee shall take an oath or make an affirmation about his/her testimony or written statement before an agent authorized by law to administer oaths, and the employee shall, if requested, sign his/her name to the transcript of testimony, affidavit or written statement which the employee provided. No employee may refuse to testify or provide information pertinent to matters under investigation or inquiry.

c.       All employees must give complete and truthful information in response to requests received from Congress, the General Accounting Office, the Office of the Inspector General, the Office of Personnel Management or other duly authorized investigative bodies, regarding matters under their jurisdiction. It is FAA policy to cooperate with such bodies in the public interest. Employees must notify their supervisor, or their second-level supervisor if the inquiry concerns the first-line supervisor, of any such request.