New 5 clear conflict of interest

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reputation
I am willing and able to testify
before the U.S. Congress in a
public hearing to restore my
reputation.
Alina J. Johnson © 2019 - 2020
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reputation
reputation
noun
Rep-u-ta-tion |
Definition of reputation
1a: overall quality or character as seen or judged by people in general
1b: recognition by other people of some characteristic or ability
2 : a place in public esteem or regard: good name
Source: Online dictionary of Merriam-Webster at https://www.merriam-webster.com/dictionary/reputation.
Accessed 10/2/2019.
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Government Accountability Office (GAO)
A FEDERAL OVERSIGHT AGENCY FOR THE
U.S. CONGRESS KNOWINGLY
PRESENTED, PROCESSED, AND COMMUNICATED
INACCURATE & NONFACTUAL PAPERWORK AND STATEMENTS
ABOUT ME, A FORMER EMPLOYEE,
TO OTHERS*
AS BOTH TRUTHFUL AND FACTUAL
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*including OPM and NARA See also Title 18, U.S.C. 1001 (a)(2)

Evidence: My Professional Audit Work
Performance
• I worked professionally at GAO as an IT Analyst from July 2010 –
June 2016.
• Prior to my planned resignation in June 2016, I consistently met and
exceeded ALL performance targets and competencies, as evidenced
by semi- and annual performance based compensation (pay raises)
in the target categories of (1) working with others; (2) maintaining
own workload; (3) achieving results; (4) producing quality work; (5)
maintaining client focus; (6) thinking critically; (7) presenting in
writing; and (8) presenting information orally, amongst other
competency categories.
• I retained all of my records: check stubs, SF-50s, and the
downloads from the performance appraisal system as evidentiary
conclusive and corroborative facts of my exemplary audit work
performance.
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basis for retaliation: settlement offers and
illegal terms
• 2016 settlement offer • 2019 settlement offer
6Alina J. Johnson © 2019 - 2020

basis for retaliation: 2019 settlement
offer terms
• In 2019, Joan Hollenbach, the GAO Managing General Counsel, submitted a
settlement offer letter that contained several veiled and open threats and
illegal actions the agency would take in their efforts to encourage me to
waive my claims against the agency to include a personnel appeals board
charge of prohibited personnel practices that I had initiated against agency
management. Her settlement letter completely ignored my innocence against
false claims and unsubstantiated allegations, as well as my excellent and
exemplary professional audit work history and performance (as documented
by GAO Designated Performance Managers), and said, in part,
• “GAO would ensure that future requests for employment verification from
prospective employers...” (by yet another GAO Human Capital Office (HCO) manager
with whom I have no relationship with at all; have never met; have never worked
with; and who will be directed by her to) “…provide information limited to the dates of
employment; job titles; and salary information
• “In return” (more ridiculous terms that are as illegal as they are inaccurate and
nonfactual) “…GAO would ask that you waive any claims you might have against
GAO.”
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LET THAT SINK IN FOR A BIT.
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BROAD OVER-REACH
no employer, including gao, shall be allowed to continually
conduct what is known as illegal practices without
serious repercussions.
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offer terms (see slide 6, left side)
• In 2016 Joan Hollenbach, GAO Managing Associate General
Counsel, produced a settlement offer (record) that stated, in
part, that
• “Ms. Johnson agrees that she shall not seek reemployment in any
capacity with GAO.”
• “Ms. Johnson shall withdraw the Charge she filed with the
PAB/OGC on February 5, 2016, as well as any and all complaints,
charges, petitions, and/or grievances currently pending against
GAO, its officers, agents, or employees, whether past or present,
before any and all boards, courts, other forums and/or offices
(including the Office of Opportunity and Inclusiveness), or
individuals.”
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• The 2016 settlement offer by Joan Hollenbach, Managing
General Counsel, stated, in part, that
• “Ms. Johnson agrees that she shall not seek any significant
changes to the terms and conditions of her employment with GAO
during her remaining employment, including, but not limited to, a
promotion, a pay raise, a change in duties, a transfer to another
office, or a transfer to another GAO team or GAO work unit.”
Although I planned my resignation for June 2016, I did
feel threatened by these words,
as would any reasonable person.
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• The 2016 settlement offer by Joan Hollenbach, GAO
Managing Associate General Counsel, was entirely
ridiculous and thus, ignored by me entirely.
• “If asked by a state unemployment benefits/unemployment
compensation office about the circumstances under which Ms.
Johnson left GAO, GAO will reply that Ms. Johnson resigned
because she was about to be removed from her position.”
• This statement, as the others, are wholly and unequivocally
(illegal) inaccurate and nonfactual.
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• The 2016 settlement offer by Joan Hollenbach, GAO
Managing General Counsel, stated, in part, that
• “Ms. Johnson agrees that she shall resign voluntarily from her
employment with GAO on or before June 11, 2016.”
• This statement, like the others before and after it, are
completely and wholly unequivocally inaccurate and
nonfactual – as I had already notified management years
prior that I would be leaving in June 2016.
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none of it is true:
LET THAT SINK IN FOR A BIT.
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I purposefully delayed my June 2016
resignation until after the date specified in
the settlement so it is made clear that I did
not resign due to or because of a settlement
offer or any information contained within.
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BROAD OVER-REACH
• no employer, including gao, will ever be able to tell an this employee
where they she can work. this is an illegal practice.
&
• no employer, including gao, will ever be able to tell an this employee
that they will inform the state unemployment agency that I was
about to be removed/fired when that is a wholly inaccurate and
nonfactual statement. this is an illegal practice.
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TO ENSURE THAT THE INTENT
AND PURPOSE (REASON) OF MY
RESIGNATION WAS NOT IN ANY
WAY MISCONSTRUED, I
RESIGNED AFTER THE DATE OF
JUNE 11, 2016
TO MAKE CLEAR THE OBVIOUS:
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I am not a criminal &
I resigned as I
previously planned.
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basis for retaliation:
personnel appeals board
(PAB)
Charge filed May 5, 2016 for
Prohibited Personnel Practices
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prohibited personnel practices
Per 5 USC 2302 and the Civil Service Reform Act of 1978 (CSRA)
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Continuing illegal practices over time:
2016 - 2019
• After consistent and multiple illegal
behaviors were observed and
experienced during my employment
and after I informed management of
my planned resignation, a personnel
appeals board charge was filed
against GAO management and I
rescinded union representation.
• Subsequently in 2016, a ridiculous
settlement offer was made to me; it
was ignored. I resigned, as previously
planned and discussed with
management.
• Joan Hollenbach was and is the
Managing Associate General Counsel.
• After consistent and multiple illegal
behaviors were observed and
experienced as it relates to outside
hiring after my planned resignation
from 2016, in 2019 it was
acknowledged by the Managing
Associate General Counsel that GAO
managers - from two difference
departments – had practiced illegal
actions against me.
• Joan Hollenbach is the Managing
Associate General Counsel.
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over time… same practices
• In 2016, I filed a charge with the Personnel Appeals Board
(PAB) against GAO management for what is commonly known
as prohibited personnel practices;
• In 2018, I suspected the GAO was practicing illegal behaviors
once again and provided the agency with a cease and desist
letter;
• In 2019, it was confirmed by the managing associate general
counsel Joan Hollenbach that agency managers were in fact
practicing illegal behaviors…again….over three (3) years after
I resigned from the agency!
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The GAO Personnel Appeals Board (PAB) and
the Office of General Counsel (OGC) are one
and the same
and thus serve
in a clear conflict of interest
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This conflict of interest is not yet against law or regulation…but it clearly should be
illegal to eliminate the clear abuse of power and above-the-law mentality of
professionals working in an oversight capacity.

GAO OGC/PAB
• However, Joan Hollenbach,
describes and acknowledges
that GAO management staff –
from two different
departments - have taken
illegal actions against me.
• She advises that she is
“aware that (I) was not
charged with, much less
convicted, of a crime, felony
or otherwise…in any other
jurisdiction.”
Joan Hollenbach is the GAO Managing Associate General Counsel. 24

GAO Office of General Counsel (OGC)
• GAO Assistant General Council
Wesley Dunn insists in writing
that this “normal practice” will
continue and is “in no way
unlawful” and that “this practice”
“will continue…in the future.”
• Wesley Dunn advised me that
GAO will continue its practice of
advising prospective employers
of information known to be
inaccurate and nonfactual. 25

GAO Office of General Counsel (OGC)
• Lastly, I have never met nor worked with Wesley Dunn or Joan
Hollenbach so it is unclear why and how either can comment
on my work performance; (lack of) criminal history; and other
aspects of my employment at the GAO, nor how the OGC can
direct the Human Capital Office (HCO) to factually and
accurately describe my work history with others including
prospective employers, NARA, and OPM.
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GAO Human Capital Office (HCO)
• Lastly, I have never met nor worked with Daniel Reece so it is
unclear why and how he could complete a background
reference check for me, as he was never identified by the
agency to me as one with access to my personnel files;
• Despite consistently positive performance appraisals from
agency designated performance managers, Daniel Reece
grossly misinformed potential employers about my
professional audit work history and performance, amongst
other information he communicated that was inaccurate and
nonfactual, and altogether illegal.
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GAO HCO – Illegal practices
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GAO OGC & GAO HCO
continuously conducted
illegal practices
against me, a former
employee
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RECAP: The U.S. Government
Accountability Office (GAO)
A FEDERAL OVERSIGHT AGENCY FOR THE
U.S. CONGRESS WILLINGLY
PRESENTED, PROCESSED, AND COMMUNICATED
INACCURATE & NONFACTUAL PAPERWORK AND STATEMENTS
ABOUT ME
TO OTHERS*
AS BOTH TRUTHFUL AND FACTUAL
*including OPM and NARA
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See also Title 18, U.S.C. 1001
(a)(2)

abbreviations
hco human capital office
ogc office of general counsel
pab personnel appeals board
usc united states code (the code of laws of the United States of America)
#MeToo #BlackLivesMatter #Diversity #InformationProfessional #STEM
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