The OEIG accepts information and complaints from all sources regarding fraud, waste, abuse, and mismanagement by State employees under the jurisdiction of the governor, public universities, regional transit boards, or others doing business with these entities. The identity of any individual reporting misconduct to the OEIG is required to be kept confidential, unless the individual consents to disclosure of his/her identity or disclosure is otherwise required by law.
The State Officials and Employees Ethics Act (5 ILCS 430/15), provides “whistle blower” protections to State employees who report, or threaten to report, wrongdoing, provide information or testify regarding wrongdoing, or assist in the enforcement of the Ethics Act. Retaliation against a State employee for reporting or providing of information of wrongdoing is strictly prohibited by the Ethics Act and may result in a violation of State law (740 ILCS 174/20.2).
The Ethics Act requires the OEIG to determine whether certain State employees, appointees, and officials are restricted from accepting specific employment opportunities or compensation upon leaving State government. Generally, revolving door restrictions under the Ethics Act are intended to prevent former public servants who participated in contracting, licensing, or regulatory decisions from accepting employment from an entity that was directly implicated in those decisions. In order for the OEIG to make a revolving door determination, certain current and former state employees are required to notify the OEIG when offered employment or compensation from a non-state employer.
OEIG Reports and Publications
If the Executive Inspector General determines, after an investigation is completed, that reasonable cause exists to believe that a violation occurred, a summary report of the investigation will be issued. The Executive Ethics Commission determines whether the OEIG summary report will be made public. In addition, the OEIG publishes monthly newsletters, annual reports and other mandated reporting information.
The Ethics Act requires individuals under the OEIG’s jurisdiction to complete ethics training at least annually. New employees are required to complete initial ethics training within 30 days of the commencement of their employment or office.
Hiring and Employment Monitoring Division
The OEIG created HEM to conduct compliance-based reviews of State hiring and employment procedures and decisions to ensure that they are fair and in keeping with governing authority. HEM conducts hiring file reviews, monitors interview sequences as they occur, advises on appropriate changes to procedures and processes at State agencies, and works with Special Master Noelle Brennan and her associates who conducts court appointed duties relating to employment practices at IDOT. HEM’s work helps facilitate justifiable and merit-based State hiring and employment decisions.
The OEIG is an Equal Opportunity Employer and provides reasonable accommodation to applicants and employees with disabilities. To find employment opportunities with the OEIG, review job announcements, and apply for open positions, visit the OEIG website.