Stewards of the iconic buildings and grounds of Capitol Hill since 1793.

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Front view of the Russell Senate Office Building at night.
The Russell Senate Office Building (built 1903-1908) is the oldest of the...

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Capitol Visitor Center
The Office of Congressional Accessibility Services (OCAS) provides a variety...

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Spring 2014 Cover Image
The Architect of the Capitol magazine, Foundations & Perspectives,...

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Tour highlights.
Come explore the wonderful world of wheat during this joint program between the...

OIG Investigations

OIG Investigations

The Office of Inspector General (OIG) is authorized to receive allegations of violations of law or misconduct by employees and contractors as well as allegations of irregularities or abuse in AOC operations.

Findings of criminal violation are reported to the Department of Justice and AOC Management. Violations of an administrative nature, such as violation of AOC policy, are reported to AOC Management for appropriate action.

The OIG receives complaints and concerns directly from the public, from Congress, and from AOC employees and contractors. Examples of what the OIG may investigate include:

  • Theft of Government Property
  • Improper use of AOC Resources or Property
  • Violations of Federal Law or AOC Orders or Policy
  • Reprisal for Contacting or Reporting Information to the OIG
  • Falsification of Time Cards
  • Abuse of Supervisor's Authority
  • False Workers' Comp (FECA) Claims
  • Gross Waste of Government Funds or Property
  • Contractor Product Substitution
  • Contractor False Claims
  • Bribes, Kickbacks, Bid-rigging
  • Conflicts of Interest
  • Travel or Purchase Card Fraud

The OIG may receive all initial complaints and concerns. However, we will assist in referring the following individual issues (that do not constitute fraud, waste, and/or abuse) to another AOC Avenue of Assistance, or agency, for resolution:

  • Individual discrimination or management retaliation complaints, including alleged violations of the Congressional Accountability Act, 2 U.S.C. 1301 et seq.
  • Individual employee benefits and compensation issues
  • Individual workplace grievances or collective bargaining agreement concerns
  • Individual workplace conflicts with a supervisor or management
  • Safety violations