DCAA > About DCAA > Hotline FAQs

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Address:	8725 John J. Kingman Road Fort Belvoir, Virginia 22060
Phone:	(571) 448-3135
Email:	DCAAOIG@dcaa.mil

What is the DCAA OIG?
The Defense Contract Audit Agency (DCAA) Office of Inspector General (OIG) was established on January 5th, 2015. The Department of Defense OIG has encouraged the establishment of independent OIGs within Defense Agencies, and DCAA is standing up its OIG to be consistent with DoD's intent to standardize and improve effectiveness and efficiencies of the OIG function. This function is critical because federal employees within the Executive Branch are required to report fraud, waste, abuse and gross mismanagement, which can come in many forms. Previously, while the DCAA Internal Review Directorate (IRD) did receive similar-type complaints, IRD processes were not similarly governed by statute. Converting the IRD to an OIG will provide DCAA employees with processes, governed by law vs. internal regulatory requirements, to confidentially disclose incidents of fraud, waste, abuse or gross mismanagement without fear of reprisal or retaliation. The new organization is comprised of auditors and investigating officers, previously assigned to the IRD, who reside at locations throughout the continental United States and have worldwide responsibilities.
What does the DCAA OIG investigate?
a. Contract and procurement irregularities
b. Discrimination
c. Cost/labor mischarging
d. Defective pricing
e. Defective parts
f. Bid rigging
g. Bribery and acceptance of gratuities
h. Significant cases of mismanagement
i. Gross mismanagement
j. Conflicts of interest
k. Travel (TDY) fraud
l. Abuse of authority
m. Theft and abuse of government property
n. Gross waste of funds
What does the DCAA OIG normally NOT investigate?
a. Employment Related Grievances: Report grievances to your immediate supervisor, Human Resource Office, and Human Resource Service Center. For disagreements concerning performance evaluations, submit your concerns and rebuttals to your immediate supervisor, second-level supervisor, or the Human Resource Office that services your organization.
b. Theft: Normally, reports of theft of Government property should be reported to the law enforcement authorities at the particular installation in question. The military police, Defense police, and military criminal investigative organizations are responsible to investigate thefts and misappropriation of Government property. We will however, accept certain reports of Government property theft dependent on the circumstances surrounding your knowledge of the offense in question. If the allegations of theft of Government resources are regarding a senior official, involve a high-dollar amount, or you believe other circumstances apply, you are encouraged to contact the DCAA Hotline.
c. Time and Attendance: Report minor incidents of time and attendance abuse to your supervisory chain-of-command and/or your office Human Resources representative. If the allegations of time and attendance abuse are repeated and/or egregious; have not been addressed; involve a senior official, or you believe other circumstances apply, you are encouraged to file the complaint with the DCAA Hotline.
d. Government Vehicle Misuse: Report minor incidents of misuse of Government vehicles to your chain of command. If the allegations of Government vehicle misuse are repeated and/or egregious; have not been addressed; or involves a senior official, you are encouraged to file the complaint with the DCAA OIG Hotline.
e. Personnel Matters: Report matters of concern to your immediate supervisor, department head, or chain of command. Report grievances to your immediate supervisor, Human Resource Office, and/or Human Resource Service Center. For disagreements concerning performance evaluations, submit your concerns and rebuttals to your immediate supervisor, second-level supervisor, or the Human Resource Office that services your organization. If you feel as if you have been discriminated against in the work place, please contact the DCAA Equal Opportunity Office.
f. Employment Decisions: The DCAA OIG does not generally have purview over non-selection for a DCAA vacancy announcement/application. Please contact HR. If you feel you still have not achieved a solution to your issue, you may contact the DCAA Hotline for more information.
g. Pay Issues: Pay issues are best serviced by the relevant Defense Finance and Accounting Service (DFAS) office. The following numbers are provided for your reference:
- Military Pay: (888) 332-7411
- Army Military Pay: (888) 729-2769
- Civilian Pay: (800) 538-9043 (DFAS Indianapolis) or (800) 729-3277 (DFAS Cleveland)
- Retired Military: (800) 321-1080
- Retired Civilian: (888) 767-6738
- Contract/Vendor Pay: (800) 756-4571
- To file a complaint regarding your pay and allowance issues, you may send correspondence to hotline@dfas.mil.
How long does it take to investigate a complaint?
The length of time required to complete an investigation depends on the complexity of the issues involved, the number of investigations and complaints on hand, and the availability of investigators and witnesses.
What is the DCAA Hotline?
The DCAA Hotline provides DCAA contractors and employees with a confidential means of reporting suspicious activity concerning fraud, waste, abuse (FWA) and gross mismanagement.
Who operates the DCAA Hotline?
The Office of Inspector General (OIG) manages the DCAA Hotline. Calls are taken by highly skilled and trained investigators with professional expertise in the areas of audits, contracts, security, investigations, and inspections. The hotline is available for you to report your issues or concerns 24 hours / 7 days a week.
Who should call the DCAA hotline?
DCAA civilian employees, DCAA contractor employees, as well as private citizens.
When should you call the DCAA hotline?
Disclosure should be made as soon as you become aware of actual misconduct pertaining to FWA. The Hotline telephone and the Hotline website are available 24 hours a day, 7 days a week.
What should you expect after you make a report to the DCAA hotline?
A thorough interview by an OIG investigator. You will be asked to provide information that will help the investigator piece together the facts of the situation (who, what, when, where, and why) and assess the estimated dollar loss to the government if monetary issues are involved. An evaluation of your complaint will be made to determine if an investigation is warranted or if you need to refer the matter to other authorities. Your call will be handled with confidentiality and you may remain anonymous, if you desire. Anyone making a report to the Hotline is protected from reprisal.
What action will be taken against employees who falsely accuse someone?
An employee who knowingly makes a false or malicious statement against someone may be subject to disciplinary action.
Do I have to identify myself when submitting a complaint?
No. You may request confidentiality or anonymity. If you request confidentiality, the DCAA OIG will make every effort to protect your identity from disclosure; however, the DCAA OIG cannot guarantee confidentiality since disclosure may be required for such reasons as resolving allegations; avoiding imminent risk of serious harm; disclosing information as required by law, regulation, or judicial order; reporting national security issue; for required referral purposes; and for other cause as the DCAA Inspector General (or his/her designee) shall determine as necessary. If you file your complaint anonymously, the DCAA OIG will not know who you are. As such, the DCAA OIG will not be able to contact you to request additional information. In many cases, the DCAA OIG is unable to proceed with an anonymous complaint due to lack of sufficient information.
Am I required to cooperate with the DCAA OIG and attend an interview?
DCAA employees must cooperate with DCAA OIG and provide accurate, timely, and complete responses to any inquiries received from the DCAA OIG. Employees are required to answer questions related to official duties and to provide information obtained in the course of employment. Failure to cooperate may constitute a basis for disciplinary action, up to and including removal and employees failing to cooperate shall be so informed of the potential consequences. An employee may refuse to answer a question if the answer to that question may incriminate the employee in a criminal matter.