U.S. Department of Justice
Federal Bureau of Prisons
Washington, DC

Office of Internal Affairs
Report for Fiscal Year 2020

Executive Summary of Findings ..................................................................................................................... 1
Reporting Incidents of Misconduct.. ................................................................................................................ 3
Guidance for Reporting Allegations of Staff Misconduct... ....................................................................... 3
OIA "Complaints" ...................................................................................................................................... 5
Review of Local Staff Misconduct Investigations .......................................................................................... 6
Local Investigation Guidance ..................................................................................................................... 6
Reported Misconduct ....................................................................................................................................... 8
USA Patriot Act ........................................................................................................................................ 10
Closed/Sustained Misconduct ........................................................................................................................ 11
BOP Employees Statistics ........................................................................................................................ 11
BOP Employees Disciplinary Process ...................................................................................................... 13
BOP Employees Disciplinary Action Statistics ....................................................................................... 14
BOP Employees Gender Statistics............................................................................................................ 15
BOP Employees Job Discipline Statistics ................................................................................................ 18
Residential Reentry Center Employees/Drug Treatment Contractors ..................................................... 19
Staff in Privatized Facilities ...................................................................................................................... 20
Contract EmployeesNolunteers Working in a BOP Facility ................................................................... 2 1
Public Health Service Employees Working in a BOP Facility ................................................................ 22
Physical Abuse of Inmates ............................................................................................................................. 23
Title 18, United States Code, Chapter 13 - Civil Rights ......................................................................... 23
Statistics .................................................................................................................................................... 24
Introduction of Contraband ............................................................................................................................ 25
Title 18, United States Code, Chapter 87 - Prisons ................................................................................. 25
Statistics .................................................................................................................................................... 27
Sexual Abuse of Inmates ............................................................................................................................... 28
Title 18, United States Code, Chapter 109A - Sexual Abuse .................................................................. 28
Statistics .................................................................................................................................................... 32
Representative Case Summaries .................................................................................................................... 33
Appendices ..................................................................................................................................................... 39
Updated Data - Sustained Misconduct for BOP Employees - Fiscal Year 2019 .................................... 39
Updated Data - Sustained Misconduct for BOP Employees - Fiscal Year 2018 .................................... 40
Updated Data - Sustained Misconduct for BOP Employees - Fiscal Year 2017 ................................... .41
Updated Data - Sustained Misconduct for BOP Employees - Fiscal Year 2016 .................................... 42
Updated Data - Sustained Misconduct for BOP Employees - Fiscal Year 2015 .................................... 43
Updated Data - Sustained Misconduct for BOP Employees - Fiscal Year 2014 .................................... 44
Updated Data - Sustained Misconduct for BOP Employees - Fiscal Year 2013 .................................... 45
Types of Misconduct ........ ........................................................................................................................ 46
OIA Special Agent Monitoring Assignments ................................................................................................ 50

Executive Summary of Findings
This report from the Office of Internal Affairs (OIA) for Fiscal Year 2020 provides information
concerning the types and frequency of misconduct that occurs within the Bureau of Prisons (BOP)
operations. The report is intended for managers and supervisors to address any trends and to
identify any need for training to prevent misconduct from occurring.
The report examines all aspects of BOP operations, and therefore data is examined for BOP
employees; Public Health Staff (PHS) staff who work in BOP facilities; Contractors and
volunteers that work in BOP facilities; and Contractors that manage inmates in outside facilities
such as Residential Reentry Centers (RRC) and secure private facilities.
OIA tracks several data points, to include the number of allegations received; the number of cases
treated as complaints; the number of cases opened; and the number of cases closed (i.e. OIA has
determined whether an allegation is sustained or not sustained); and the number, type, and gender
of employees involved.
The data is tracked through broad categories of misconduct, which includes behavior of varying
levels of seriousness. The offenses included in these broad categories, as well as representative
examples of some cases, can be found in the Appendices.
Please note, the data system used by OIA is dynamic; i.e. subject to change as new allegations are
discovered, cases are closed, etc. In addition, as some matters continue from one fiscal year to
another, it is difficult to provide exact figures for the reporting period. Therefore, this report is
meant to provide a "snapshot" which will be instructive for agency management.
Findings from FY 20 include the following:
•

There was a 19.6 percent increase in the total number of misconduct allegations
reported in Fiscal Year 2020, as compared with Fiscal Year 2019. The rate of
reported misconduct allegations specifically for BOP employees increased 20.4
percent from Fiscal Year 2019.

•

There was a 19.2 percent increase in the number of cases opened in Fiscal Year
2020, as compared with Fiscal Year 2019.

•

Cases classified as Classification 1 offenses showed an increase of 17.2 percent;
cases classified as Classification 2 offenses showed an increase of 19. 9 percent; and
cases classified as Classification 3 offenses showed an increase of 19.7 percent.

•

The most frequently reported type of misconduct in Fiscal Year 2020 was
Unprofessional Conduct. Other On-Duty Misconduct and Failure to Follow
Policy placed second and third, respectively.
1

Executive Summary of Findings
•

All categories of reported misconduct showed an increase from Fiscal Year 2019,
except for the allegations of Sexual Abuse of Inmates (decrease of 7.93 percent),
Introduction of Contraband (decrease of 17.60 percent), and Bribery (decrease of
16.10 percent).

•

During Fiscal Year 2020, seven cases involved Patriot Act violations. As of
March 17, 2021, four cases remained open pending investigation. No cases involving
Patriot Act violations were sustained.

•

The most frequently sustained categories of misconduct among BOP employees with
a sustained decision as of March 17, 2021, were Failure to Follow Policy and
Personnel Prohibitions.

•

As of March 17, 202 1, the most frequently sustained category of misconduct among
both male and female BOP employees was Failure to Follow Policy. For those BOP
employees with a sustained decision as of March 17, 2021, the rate was highest
among Co1Tectional Services staff.

•

As of March 17, 2021, the most frequently sustained category of misconduct for
Residential Reentry Center employees was Inappropriate Relationships with Inmates.
The most frequently sustained category of misconduct for staff in privatized facilities
was Failure to Follow Policy.

•

There were three sustained allegations of Physical Abuse as of March 17, 2021,
stemming from three separate incidents. Three subjects were BOP employees; two
employees were suspended, as a result of the sustained allegations, and the other
received a written reprimand. The remaining one subject was a contractor at a
privatized facility, who was temunated as a result of the sustained allegation. None of
the subjects were criminally prosecuted.

•

During Fiscal Year 2020, 351 allegations oflntroduction of Contraband were
reported. As of March 17, 2021 , 35 of these allegations were sustained. There were
34 individuals involved in the sustained allegations of Introduction of Contraband.

•

During Fiscal Year 2020, 65 1 allegations of Sexual Abuse were either reported to the
OIA or detected during the course of an investigation. As of March 17, 2021 , five of
these allegations were sustained.

2

Reporting Incidents of Misconduct
Staff Reporting
In accordance with the Bureau's Standards of Employee Conduct, staff who become aware of
any violation or alleged violation of the Standards of Employee Conduct must report said
allegations/violations to the Chief Executive Officer (CEO), the Office of Internal Affairs (OIA),
or the Department of Justice (DOJ), Office of the Inspector General (OIG).
Additionally, the OIG has established a toll-free hotline ( 1-800-869-4499) which is available to
report DOJ employees' misconduct, to include potential areas of fraud, waste, or abuse in
government. Bureau Staff are encouraged to use the OIG hotline if they wish to remain
anonymous, and/or perceive fear of retaliation/reprisal.
To report violations directly to the OIA Central Office, please submit a written complaint to:
Federal Bureau of Prisons
Office of Internal Affairs
320 First Street, NW, Room 600
Washington, DC 20534
Written complaints may also be emailed to BOP-DIR-InternalAffairs-S@bop.gov or sent
via fax to (202) 514-8625.

CEO Reporting
Upon becoming aware of any possible violation of the Standards of Employee Conduct (either
through a report from staff or personal knowledge), the CEO at the institution, Regional Office
or Central Office Division, or his/her designee, is to report the violation to the OIA within 24
hours. Details and definitions are as follows:
•

Classification 1 cases are defined as allegations, which, if substantiated, would constitute
a prosecutable offense (other than offenses such as misdemeanor airests).

•

Classification 2 cases are defined as allegations which involve violations of rules,
regulations, or law that, if substantiated, would not likely result in criminal prosecution,
but constitute serious misconduct.

•

Classification 3 cases are defined as allegations of misconduct, which ordinarily have less
impact on institutional operations.

Note: Classification 1 and 2 cases must be reported to the OIA immediately. As a
particular investigation unfolds, the severity of misconduct may increase or decrease,
thereby moving it into another classification.
3

Reporting Incidents of Misconduct
Again, written notification to the OIA will be made within 24 hours (not to include weekends
and holidays) from the time management official(s) learn of the matter. When there is suspected
criminal conduct, the CEO may refer the matter simultaneously to the OIA and the local OIG or
Federal Bureau of Investigation (FBI) office.

Submitting Initial Information
A Referral oflncident form (BP-A715 .012) is used to organize the information to be provided
(for contract employees form BP-A774.012 is used). Be sure to include the following
information:
•
•
•

The identity of the complainant(s), subject(s), witness(es), and victim(s);
The details of the allegation(s); and
All corroborating evidence.

The subject of the allegation or complaint must not be questioned or interviewed prior to
receiving clearance from the OIG and the OJA. This is to ensure against procedural e1Tors,
as well as to safeguard the rights of the subject(s).
Supporting Documentation
A Referral oflncident form (BP-A 715.012) and all supporting documentation (e.g. victim or
witness statements, medical reports, photos, BP-583/586, and related memoranda), must be sent
to the OIA immediately.
If an inmate alleges physical or sexual abuse by a staff member, and has not received a medical
examination, the CEO must arrange an immediate, confidential medical examination and
forward a copy of the results to the OIA as soon as possible. PREA related protocols must be
followed, accordingly.
Contact the OIA immediately if there is any question as to the classification of the misconduct.
It is important to note that case classifications are often based upon limited information.
All signed Referral of Incident forms (BP-S715.012 or BP-S774.012), in tandem with
appropriate predicating information, should be scanned as a single file (via .pdf, Adobe Acrobat)
and sent directly to the OIA via e-mail: OIA BOPNet Group Wise mailbox,
"BOP-DIR/IntemalAffairs-Referrals-S." The signed Referral of Incident form should appear
on the top of the file with all supporting documentation underneath.

4

Reporting Incidents of Misconduct
Complaints
Matters designated by the OIA as complaints are forwarded to the CEO via memorandum. Such
complaints will be categorized as follows: Complaint for Information and Complaint for
Disposition.
Additionally, correspondence received by the OIA, which has been determined to not include
any discernable allegation of staff misconduct, will be forwarded to the CEO directly.
During Fiscal Year 2020, the OIA reviewed 685 items, which did not contain any discernable
allegation of staff misconduct. These matters were forwarded to the CEO directly.
A Complaint for Information will be sent via memorandum in the event the OIA has reviewed
a referred matter, and dete1mined the allegation(s) do not rise to a level of staff misconduct.
During Fiscal Year 2020, the OIA opened 385 matters as a Complaint for Information. (This value
does not include additional information received by the OIA concerning Complaints for
Information which were already opened within Fiscal Year 2019).
A Complaint for Disposition will be sent via memorandum for CEO edification and review. A
summary of the CEO's findings is not required by the OIA. Should the CEO determine,
however, that any misconduct might have occurred, he/she will make an appropriate refenal
back to the OIA in accordance with policy. These complaints are generally received from
external sources (e.g. deferred by OIG) for OIA review.
During Fiscal Year 2020, the OIA opened 3,732 matters as a Complaint for Disposition. (This
value does not include additional information received by the OIA concerning Complaints for
Disposition which were already opened within Fiscal Year 2020).

5

Review of Local Staff
Misconduct Investigations
The CEO must receive OIA approval prior to initiating a local investigation. The investigator
must fo1ward the complete investigative packet for all misconduct investigations directly to the
OIA for approval prior to forwarding it to the CEO for action. These procedures apply to all
local staff misconduct investigations in which BOP employees are the subject (Classification 1,
2, and 3 allegations), regardless of whether any misconduct will be sustained.

Where to Send Local Investigative Packets
Local investigative packets should be sent via e-mail to the OIA GroupWise mailbox:
"BOP-DIR/Internal Affairs-Local Investigative Packets-$" (not to be confused with OIA's main
resource mailbox, "BOP-DIR/Internal Affairs-S"). The subject of your e-mail message should
include the OIA case number and the facility mnemonic code (e.g., 2020-00001 - BUX).
To ensure local investigative packets are reviewed by the OIA in a timely manner, packets
should not be sent to either any individual OIA staff member or directly to any OIA field office.

Format for Local Investigative Packets and What to Send
Local investigative packets should include the investigative report (signed by the investigator)
and all supporting documentation (e.g. affidavits, memorandums, video files, etc.). Note: The
Summary of Investigation for Classification 3 Cases form (BP-A7 16.012) is no longer applicable
and should not be used.
Documents must be scanned as .pdf format (Adobe Acrobat), and saved as follows:
Investigative Report (OIA Case Number)
Affidavits and MOis (OIA Case Number)
Supporting Documentation (OIA Case Number)

Do not send documents in other formats (e.g., .tif files, .docx files).
Do not send an e-mail that exceeds 14.0 MB in size (including attachments).
Affidavit files should include the "Warning and Assurance to Employee Required to Provide
Information" (BP-Al94.012), if applicable, as well as the signed oath for each individual. The
investigative packet should not include national policy or any documents not specifically related
to the investigation (e.g., staff rosters, inmate SENTRY information, etc.).

6

Review of Local Staff
Misconduct Investigations
Time Guidelines
Local investigators must complete investigative packets and forward them to the OIA within
120 calendar days of the date a local investigation was autholized by the OIA.
Once received, the OIA will complete their review of the local investigative packet within ten
business days. The local investigator will be advised as to whether the investigative packet is
approved, or if additional information is required. This information will be sent via e-mail to the
local investigator with a copy to the CEO. If additional information is required, the local
investigator should forward the additional information to the OIA within 30 calendar days, who
will again notify the local investigator and CEO if the packet has been approved. Once the
investigative packet has been approved, the local investigator should forward the investigative
packet to the CEO for appropriate action, with all requisite "Review of Local Investigative
Packet" forms attached.
No disciplinary proceedings or other notifications to subject(s) should occur prior to the
OIA's approval of the investigative packet.

Reports from the OIA
The OIA sends the CEO a monthly repo1t of all local staff misconduct investigations which have
extended past established deadlines. Special Investigative Agents/Special Investigative Services
(SIAs/SISs) should continue to work with the OIA monitoring agent assigned to their facility on
an ongoing and recurring basis. SIAs/SISs should provide updates on any outstanding matters.
The OIA monitoring agent will provide guidance, as needed.

7

Reported Misconduct
All allegations of misconduct received by the OIA are reviewed and classified. Allegations
classified as Category 1 or 2 matters are immediately referred to the OIG for review and
disposition. The OIG determines which matters they will accept for investigation and possible
criminal prosecution and defers other matters to the OIA for investigation. The OIA coordinates
with the OIG and/or the FBI when investigations may lead to criminal prosecution or when there
are allegations involving the deprivation of an
individual's rights under color of law. For
those matters deferred for investigation, the
NOTES
OIA determines, after consulting with relevant
BOP management officials, whether an on-site
Due to the dynamic nature of the
investigation is warranted, or if the matter can
OJA database, figures in this report
be
investigated at the local institution level.
are subject to change. During the
course of an investigation, evidence
Allegations categorized as Classification 3
may indicate circumstances other
offenses are referred to the OIG via computer
than those initially rcp01ted,
extract on a monthly basis.

(

causing data t() be added, deleted,
and/or changed. There is no nexu,;
between reported and sustained
allegations.

During Fiscal Year 2020, the OIA opened
5,270 cases involving 6,593 BOP employees,
26 contract employees working in BOP
facilities, 42 Public Health Service (PHS)
employees working in BOP facilities, two
volunteers working in BOP facilities, 112
contract/residential reentry center employees,
279 employees working in privatized facilities,
and nine other individuals.

The number of subjects exceeds the
number of cases throughout this
report as some cases have multiple
subjects. Also. some subjects may
be charged with multiple types of
misconduct in a single case.
causing the number oi allegations
to be higher Finally, individual
employees may be subjects in more
than one case.

These 5,270 cases represent a 19.2 percent
increase from the 4,421 cases opened during
Fiscal Year 2019. The rate of reported
misconduct among BOP employees increased
18.5 percent from Fiscal Year 2019.

Allegations refe1red to as "Inmate
Related" included some type of
inmate involvement, while
allegations referred to as "Non
Inmate Rclate<l" occmTed in the
workplace but t.litl not include
inmate involvemcn1. flora
complete list of the types of
misconduct included in each
category, pka~c rclcrcnce the
Appendices section of this report.

The 5,270 cases opened during Fiscal Year
2020 were classified as follows:
Classification 1
Classification 2
Classification 3

8

1,138
1,40 1
2,731

Reported Misconduct
Cases classified as Classification 1 offenses showed an increase of 17 .2 percent, cases classified
as Classification 2 offenses showed an increase of 19.9 percent, and cases classified as
Classification 3 offenses showed an increase of 19. 7 percent.
Table 1: Types of Reported Misconduct - Fiscal Year 2020
Number of Reported Allegations
Types of Misconduct
Inmate Related

Total

Non Inmate
Related

6,103

OIT-Duty

5,193

% C hange from

TOTAL

521

2019

11,817

+ 23.90

Abuse of Inmates

1,254

1,254

+ 38.41

Sexual Abuse of Inmates

499

499

- 7.93

Introduction of Contraband

220

131

351

- 17.60

7

6

13

+ 333.33

117

277

394

+ 11.30

68

5

73

- 16.10

531

+ 6.63

11 3

+ 34.52

1,200

+ 20.60

Discrimination
Fiscal Improprieties
Bribery
Inappropriate Relationships With Inmates

531

investigative Violations

113

Personnel Prohibitions

1,172

28

80

43

123

+ 12.84

Inattention to Duty

557

430

987

+ 56.17

Breach of Security

187

197

384

+ 45.45

Unprofess ional Conduct

976

606

l.582

+ 29.35

Failure to Follow Policy

782

590

1,372

+ 35. 17

985

985

+ 26.93

638

1,463

+ 21.31

493

+ 18.22

Unauthorized Release of Information

Failure to Follow Supervisor' s Instructions
Other On-Duty Misconduct

825

Other Off-Duty Misconduct

493

Table 1 provides a breakdown of those categories of misconduct reported during Fiscal Year
2020.
Note: A single case may contain multiple allegations; therefore, the number of misconduct
allegations exceeds the number of opened cases.
9

Reported Misconduct
USA Patriot Act
In the aftermath of September 11, 2001, Congress passed the USA PATRIOT Act, signed into
law by President George W. Bush on October 26, 2001. One of the provisions of the Patliot Act
addressed reporting any potential abuse(s) of individual civil rights and liberties by DOJ
employees involving violence, discrimination, or threats. Accordingly, the Patriot Act mandated
that the OIG widely advertise receiving allegations and any associated investigations of violence,
discrimination, or threats on the part of a DOJ employee; particularly when such cases are
directed toward individuals or groups associated with the public's perception of "extremist
ideology" pertaining to an individual's religious beliefs, place of birth, and/or appearance.
Patriot Act allegations typically reported to the OIA involve alleged mistreatment or
unprofessional behavior of BOP staff toward/around certain inmates, their visitors, or members
of the public.
Due to the sensitivity of these allegations, they are automatically classified as Classification
2 or higher offenses; they should be forwarded immediately to the OIA. All Patriot Act
violation allegations are referred to a Special Operations Unit at OIG Headquarters, devoted to
reviewing and investigating such alleged misconduct.
During Fiscal Year 2020, seven cases involved potential Patriot Act violations. As of
March 17, 2021, four cases remained open pending investigation.

10

Closed/Sustained Misconduct
5,270 cases were opened during Fiscal Year
2020. As of March 17, 2021, 1663 (31.6
percent) were closed. The remaining 3,607
cases (68.4 percent) were still open pending
investigation.

NOTES

All figures in th is section relate to
ca,;cs. which were opened during
Fiscal Year 2020 and were closed as
of March 17. 2021. Figures arc
subject to change as additional cases
are closed, and only relate to cases
which were sustained and not
sustained.

Of the 1,663 cases closed: 1,547 (93.0
percent) were investigated at the institution
level ("local investigation") with authorization
and monitoring provided by the OIA; 86 (5.2
percent) were OIA on-site investigations; and
30 (1.8 percent) were investigated by the
OIG.

Please refer to the appendices section
of this report for the types of
misconduct sustained against BOP
employees in cases opened during
Fiscal Y car 2020.

Of the 1,663 cases closed, 478 (28.7 percent)
were sustained. Misconduct was sustained
against 445 BOP employees, five contractors
working in a BOP facility, two PHS employees
working in a BOP facility, eight
contract/residential reentry center employees,
73 contractors working in privatized facilities,
and two other non-BOP individuals.

BOP Employees
Out of 36,875 active-duty BOP employees, there were 6,593 BOP employees identified as
subjects of alleged misconduct in cases opened during Fiscal Year 2020. As of March 17, 2021,
the cases had been closed for 29.0 percent of those employees. Of the 29.0 percent (or 1,912
employees), 23.3 percent (445 employees) had a sustained decision (1.2 percent of total BOP
employees).

Table 2 (on the following page) reflects the categories of misconduct sustained against BOP
employees in cases closed as of March 17, 2021. The most frequently sustained categories of
misconduct were Failure to Follow Policy and Personnel Prohibitions. Please note, the number of
sustained allegations will vary, as some BOP employees were involved with multiple allegations.

11

Closed/Sustained Misconduct
Table 2: Types of Sustained Misconduct for BOP Employees . FY 2020
With 31.6 Percent Closed
Number of Sustained Allegations
Type of Misconduct

Non Inmate
Related

Inmate Related

Total

169

OIT-Duty

476

TOTAL

33

678

Abuse of Inmates

3

3

Sexual Abuse of Inmates

2

2

Introduction of Contraband

5

23

28

Discrimination

0

0

0

Fiscal Improprieties

I

21

22

Bribery

2

0

2

Inappropriate Relationships With Inmates

26

26
11

Investigative Violations

I02

Personnel Prohibitions

II
3

105

I

3

4

lnauention to D uty

39

40

79

Breach of Security

9

8

17

Unprofessional Conduct

9

37

46

Failure to Follow Policy

38

78

116

0

l0.1

IOI

34

52

86

Unauthorized Release of lnfom1ation

Failure to Follow Supervisor's Instructions
O ther On-Duty Misconduct
Other Off-Duty Misconduct

30

12

30

Closed/Sustained Misconduct
Disciplinary Process
Once a subject is investigated and the allegations are sustained, the type of disciplinary action
taken is Ien to the deciding official, generally the CEO. Since each case is unique, with varying
degrees of seriousness attached to the allegation of misconduct, disciplinary actions may vary
from case-to-case. In addition, a subject may be charged with multiple types of misconduct in
any particular incident(s). The Douglas factors' must be considered when deciding the
appropriate penalty to impose on employees if the penalty will be an adverse action.

Douglas Factors
The Douglas factors derive from the Merit Systems Protection Board (MSPB) decision, Douglas
v. Veterans Administration. In Douglas, the MSPB identified a non-exhaustive list of twelve
factors which deciding officials must evaluate in determining the appropriate penalty to impose
in cases of sustained employee misconduct. The specific Douglas factors are as follows:

1

•

The nature and seriousness of the offense;

•

The employee's job level and type of employment;

•

The employee's disciplinary record;

•

T he employee's past work record, including length of service and duty performance;

•

The effect of the offense on the employee's ability to perform and its effect on the
supervisor's confidence in such ability;

•

The consistency of the penalty with penalties imposed upon others for like or similar
misconduct;

•

The consistency of the penalty with the BOP's table of penalties (Program Statement
3420.11 , Standards of Employee Conduct);

•

The notoriety of the offense or its impact on the BOP's reputation;

•

The clarity with which the employee was on notice of any rules violated or warned about
the conduct in question;

•

The employee's potential for rehabilitation;

See Douglas vs. Veterans Administration, 5 M.S.P.R. 280 (1981).
13

Closed/Sustained Misconduct
•

Any and all mitigating circumstances smTounding the offense (e.g., job stress/tension,
personality problems, mental impairment, harassment or bad faith, malice or provocation
on the part of others involved);

•

The adequacy and effectiveness of alternative sanctions.

The CEO is required to consider only relevant Douglas factors, and need not consider all the
Douglas factors in every case. In addition, some of the Douglas factors may weigh in favor of
a serious penalty, while others may weigh in favor of mitigation. It is incumbent upon the CEO
to choose the appropriate penalty within these guidelines.

Statistics
As of March 17, 2021, the following actions were taken for those BOP employees with a
sustained finding in Fiscal Year 2020 (including findings on allegations that were made in prior
fiscal years):
Written Reprimand .................................. ............... ................ 92
Resignation ...................... ....................................................... 60
Suspension .............................................................................. 196
No Action ................. ............... ....................................... ......... 17
Retirement. ........ ....................................... ............................... 26
Termination ............................................................................. 34
Combined With Action in another OJA Matter ..................... 6
Demotion ...................................................................................... 5
Other ........................ ............................................................... 9

The specific type of misconduct most frequently sustained against those individuals for whom
no disciplinary action was taken was Misuse of Travel Charge Card ($1,000).

14

Closed/Sustained Misconduct
Gender
Tables 3 and 4 (on the following pages) reflect the categories of sustained allegations for male
and female BOP employees as of March 17, 2021. The most frequent! y sustained category of
misconduct among male BOP employees was Failure to Follow Policy. The most frequently
sustained category of misconduct among female BOP employees was Failure to Follow
Supervisor's Instructions.

15

Closed/Sustained Misconduct

Table 3: Types of Sustained Misconduct l'or Male BOP Employees - Fiscal Year 2020
With 31.6 Percent Closed
Number of Sustained Allegations

Type of Misconduct

Non Inmate
Related

Inmate Related

Off-Duty

TOT,U

Abuse of Inmates

3

3

Sexual Abuse of l nma1es

0

0

Introduction o f Contraband

3

15

18

Discrimination

0

0

0

Fiscal Improprieties

I

16

17

Bribery

I

0

I

Inappropriate Relationships With Inmates

7

7

[nvestigative Violations

8

Personnel Prohibitions

76

8

4

80

0

I

I

Inattention to Duty

29

33

62

Breach of Security

8

7

15

Unprofessional Conduct

7

28

35

Failure to Follow Policy

28

62

90

()

70

70

26

40

66

Unauthorized Release of Information

Failure Lo Follow Supervisor's lns1ruc1ions
Other On-Duty Misconduct

23

Other Off-Duty M isconduct

Those categories of misconduct highlighted in pink were sustained with greater frequency
among male BOP staff than among female BOP staff.

16

23

Closed/Sustained Misconduct
Table 4: Types of Sustained Misconduct for Female BOP Employees - Fiscal Year 2020
·with 31.6 Percent Closed
Number of SIL~taincd Allegations
Type of Misconduct

Non Inmate
Related

Inmate Related

Off-Duty

TOTAL

Abuse of Inmates

0

0

Sexual Abuse of Inmates

2

2

Introduction of Contraband

2

8

10

Discrimination

0

0

0

Fiscal Improprieties

0

5

5

Bribery

I

0

I

lnappropriate Relationships With Inmates

19

19

Investigative Violations

3

Personnel Prohibitions

25

3
I

26

Unauthorized Release of Information

l

2

3

Inattention to D uty

7

7

14

Breach of Security

l

I

2

Unprofessional Conduct

2

7

9

Failure to Follow Policy

9

16

25

Failure to Follow Supervisor' s Instructions

0

31

31

O ther On-Duty Misconduct

8

12

20
2

Other Off-Duty Misconduct

Those catego1i es of misconduct highlighted in pink were sustained with greater frequency
among female BOP staff than among male BOP staff.

17

2

Closed/Sustained Misconduct
Job Discipline
As of March 17, 2021, 445 BOP employees identified as misconduct subjects during Fiscal
Year 2020 had a sustained decision.

Table 5 reflects the rate of misconduct among the various job disciplines.
Tables: Discipline of BOP Employees With Sustained Misconduct - FY 2020
With 31.6 Percent Closed
Total
Number of Employees With
Rate Per 100 Total
Discipline
Employees
Sustained Misconduct
Employees
Human Resources

497

6

1.21

M echanical Services

2.462

13

0.53

Psychology Services

1, 179

6

0.5 1

Recreation

8 16

4

0 .49

C EOs Office and Sta ff

775

6

0 .77

1,774

18

0 .02

249

2

080

Correctional Services

16, 18 1

3 13

1.93

Health Services/Safety

2,854

23

0 .8 1

Unit Management

2,960

17

0.57

Religious Services

334

I

0 .30

Records/Inmate S ystems

1, 145

3

0 .26

Education & Vocational T raining

1,0 10

LO

0 .99

Financ ial Management

1,461

10

0 69

Central O ffice/Staff Training Centers

1,932

5

0 .26

UNICOR

526

2

0 .38

Inmate Services

492

2

0 .4 1

Other*

228

I

0 .44

Food Service
Compuler Services

• "Other" staff includes those assigned to work areas other than those listed (e.g. NIC).

18

Closed/Sustained Misconduct
Residential Reentry Center Employees and Drug Treatment Contractors
There were 112 contract/residential reentry center employees identified as misconduct subjects
in Fiscal Year 2020. As of March 17, 2021 , OIA closed cases for 71.4 percent of those 112
contractors. Of the 71.4 percent (or 80 contractors), 7.1 percent (or 9 contractors) had a sustained
decision.
There were no drug treatment contractors identified as misconduct subjects during Fiscal Year
2020.

Table 6: Sustained Misconduct - Residential Reentry Center Employees/
Dru!! Treatment Contractors - FY 2020
Allegation

Inmate Related

Non Inmate Related

9

Inappropriate Relationship with Inmates

2

Investigative Violations
Unauthorized Release of Information

0

0

Inattention to Dutv

0

0

Failure to Follow Policy

0

I

Unprofessional Conduct

I

0
I

Personnel Prohibitions

1

Other On-DUiy Misconduct
Off-Duty Misconduct

1
0

19

Off-Duty

Closed/Sustained Misconduct
Contractors in Privatized Facilities
There were 279 contractors working in privatized facilities identified as misconduct subjects
during Fiscal Year 2020. As of March 17, 2021 , OIA closed cases for 64.5 percent of those
279 contractors. Of the 64.5 percent (or 180 contractors), 26.2 percent (or 73 contractors) had a
sustained decision.
Table 7 provides a breakdown of the categories of misconduct sustained against employees
working in privatized facilities. The most frequently sustained category of misconduct for staff
working in privatized facilities was Unprofessional Conduct.
Table 7: Types of Sustained Misconduct for Staff in Privatized Facilities• Fiscal Year 2020
With 64.S Percent Closed
Number of' Sustained Allegations
Type of Misconduct

Non Inmate
Related

Inmate Related

Off-Duty

TOTAL

Abuse of Inmates

I

I

Sexual Abuse oflnmates

1

I

Introduction of Contraband

2

I

3

Discrimination

0

0

0

Fiscal Improprieties

0

0

()

Bribery

()

()

()

Inappropriate Relationships With Inmates

10

10

Investigative Violations

7

Personnel Proh ibitions

3

7

0

3

Unauthorized Release of In formation

0

0

0

lnauention to Duty

1

2

3

Breach of Security

4

0

4

Unprofessional Conduct

6

11

17

Failure to Follow Policy

6

16

22
2

Failure to Follow Supervisor's lnstrnctions
Other On-Duty Misconduct

2

Other Off-Duty Misconduct

6

4
31

20

2

31

Closed/Sustained Misconduct
Contractors and Volunteers Working in BOP Facilities
There were 26 contractors and two volunteers working in BOP facilities identified as
misconduct subjects during Fiscal Year 2020.
As of March 17, 2021, OIA closed cases for nine contractors and two volunteers. Five contract
employees had a sustained decision.

Table 8: Sustained Misconduct• Contract Employees/Volunteers - FY 2019
Allegation

Inmate Related

Non lnmatc Related

Sexual Abuse of Inmates

2

0

Introduction of Contraband

4

0

Inappropriate Relat ionship with Inmates

2

l nanention to Duty

0

0

Breach of Security

0

0

Other On-Duty Misconduct

0

0

Other Off-Duty Misconduct

OfT-Duty

()

21

Closed/Sustained Misconduct
PHS Employees Working in BOP Facilities
Of the approximately 593 PHS employees working in BOP facilities, 42 were identified as
misconduct subjects during Fiscal Year 2020. As of March 17, 2021, OIA closed 16.7 percent of
cases involving those 42 PHS employees. Of the 23.8 percent (or IO PHS employees), two had a
sustained decision.

Table 9: Sustained Misconduct - PHS Employees - FY19
Allegation

Inmate Related

Non Inmate Related

Off-Duty

Breach of Security

0

0

Unprofessional Conduct

0

0

Failure to Follow Policy

0

0

Fiscal Improprieties

0

l

Other Off-Duty Mjscooduct

1

22

Physical Abuse of Inmates
Title 18, United States Code, Chapter 13 - Civil Rights
§241 Conspiracy against rights
If two or more persons conspire to injure, oppress, threaten, or intimidate any inhabitant of any
State, Territory, or District in the free exercise or enjoyment of any right or privilege secured to
him by the Constitution or laws of the United States, or because of his having exercised the
same; or

If two or more persons go in disguise on the highway, or on the premises of another, with intent
to prevent or hinder his free exercise or enjoyment of any right or privilege so secured --

They shall be fined under this title or imprisoned not more than ten years, or both; and if death
results from the acts committed in violation of this section or if such acts include kidnapping or
an attempt to kidnap, aggravated sexual abuse or an attempt to commit aggravated sexual abuse,
or an attempt to kiJl, they shall be fined under this title or imprisoned for any term of years or for
life, or both, or may be sentenced to death.
§242 Deprivation of rights under color of law
Whoever, under color of any law, statute, ordinance, regulation, or custom, willfuJly subjects any
inhabitant of any State, Territory, or District to the deprivation of any rights, privileges, or
immunities secured or protected by the Constitution or laws of the United States, or to different
punishments, pains, or penalties, on account of such inhabitant being an alien, or by reason of his
color, or race, than are prescribed for the punishment of citizens, shall be fined under this title or
imprisoned not more than one year, or both.
If bodily injury results from the acts committed in violation of this section or if such acts include
the use, attempted use, or threatened use of a dangerous weapon, explosives, or fire, shall be
fined under this title or imprisoned not more than ten years, or both; and if death results from the
acts committed in violation of this section or if such acts include kidnapping or an attempt to
kidnap, aggravated sexual abuse, or an attempt to commit aggravated sexual abuse, or an attempt
to kill, shall be fined under this title, or imprisoned for any term of years or for life, or may be
sentenced to death.

23

Physical Abuse of Inmates
Statistics
During Fiscal Year 2020, 608 allegations of Physical Abuse of Inmates were either reported to
the OIA, or detected during the course of an investigation. As of March 17, 2021, OIA closed
cases for 35.0 percent (or 213) of those allegations.
Allegations of Physical Abuse are tracked by the degree of injury sustained by the inmate(s)-Jife threatening injury, serious injury, minor/slight injury, minor/no injury (harassment), and
superficial injury (injuries associated with the normal use of restraints).
Three allegations of Physical Abuse reported during Fiscal Year 2020 were sustained as of
March 17, 2021, stemming from three separate incidents.
One inmate involved sustained minor/slight injury. Two inmates involved sustained minor/no
injuries (harassment).
Three subjects with a sustained allegations of Physical Abuse of Inmates were BOP employees.
Two BOP employees were suspended, and one was given a written reprimand, as a result of the
sustained allegations.
One subject was a contractor in a privatized facility, and was terminated as a result of the
sustained allegation.
None of the involved subjects were criminally prosecuted.

24

Introduction of Contraband
Title 18, United States Code, Chapter 87 - Prisons
§ 1791 Providing or possessing contraband in prison

(a) Offense.-Whoever( 1) In violation of a statute or a rule or order issued under a statute, provides to an inmate

of a prison a prohibited object, or attempts to do so; or
(2) being an inmate of a prison, makes, possesses, or obtains, or attempts to make or
obtain, a prohibited object;
shall be punished as provided in subsection (b) of this section.
(b) Punishment-The punishment for an offense under this section is a fine under this title or(1) imprisonment for not more than 20 years, or both, if the object is specified in
subsection (d)( 1)(C) of this section;

(2) imprisonment for not more than 10 years, or both, if the object is specified in
subsection (d)(l)(A) of this section;
(3) imprisonment for no more than 5 years, or both, if the object is specified in subsection
(d)( 1)(B) of this section;
(4) imprisonment for no more than one year, or both, if the object is specified in
subsection (d)(l)(D) or (c)(l)(E) of this section; and
(5) imprisonment for not more than six months, or both, if the object is specified in
subsection (d)(l)(F) of this section.
(c) Any punishment imposed under subsection (b) for a violation of this section by an inmate of
a prison shall be consecutive to the sentence being served by such inmate at the time the inmate
commits such violation.
(d) Definitions.-As used in this section(!) the te1m "prohibited object" means:

(A) A firearm or destructive device or a controlled substance in Section I or II,
other than marijuana or a controlled substance referred to in subparagraph (C)
of this subsection;
25

Introduction of Contraband
(B) marijuana or a controlled substance in schedule ill, other than a controlled
substance refened to in subparagraph (C) of this subjection, ammunition, a
weapon (other than a firearm or destructive device), or an object that is designed
or intended to be used as a weapon or to facility escape from a prison;

(C) a narcotic drug, methamphetamine, its salts, isomers, and salts of its isomers,
lysergic acid diethylamide, or phencyclidine;
(D) a controlled substance (other than a controlled substance referred to in
subparagraph (A), (B), or (C) of this subsection) or an alcoholic beverage;

(E) any United States or foreign cmrnncy; and
(F) any other object that threatens the order, discipline, or security of a prison, or

the life, health, or safety of an individual;
(2) the terms "ammunition," "firearm," and "destructive device" have, respectively, the
meanings given those terms in section 921 of this title;
(3) the terms "controlled substance" and "narcotic drug" have, respectively, the meanings
given those terms in section 102 of the Controlled Substances Act (21 USC, §802); and
(4) the term "prison" means a Federal correctional, detention, or penal facility or any
prison, institution, or fac ility in which persons are held in custody by direction of our
pursuant to a contract or agreement with the Attorney General.

26

Introduction of Contraband
Statistics
During Fiscal Year 2020, 351 allegations of Introduction of Contraband were either reported or
detected during the course of an investigation. As of March 17, 2021, OIA closed cases for 28.8
percent (or 101) of those allegations. Of the 28.8 percent, 10.0 percent (35) were sustained:
Table 10: Introduction of Contraband
Inmate
Related

Type of Contraband

Non Inmate
Relate d

Soft Item

3

0

Weapons

()

13

Unauthorized Electronic Device

2

10

C igarellesffobacco

4

Heroi.n and Derivatives

0

1

A Jrnholi~ r>~v~raops

l

0

Creatine/Weiohtliftin° Sunnlemcnt

I

0

There were 34 individuals involved in the sustained allegations of Introduction of Contraband.
Twenty-eight of these individuals were BOP employees (18 male and 10 female). Seventeen of
the BOP employees worked in Correctional Services, four worked in Health Services/Safety,
three worked in Food Service, two worked in Recreation, one worked in Unit Management, one
worked in the CEO's Office, five were contractors working in Privatized facilities, and one was a
contractor working in a BOP facility.

27

Sexual Abuse of Inmates
Title 18, United States Code, Chapter 109A - Sexual Abuse
§2241 Aggravated Sexual Abuse
(a) By force or threat. - Whoever, in the special maritime or territorialjmisdiction of the United
States or in a Federal prison, or in any prison, institution, or facility in which persons are held in
custody by direction of or pursuant to a contract agreement with the head of any Federal
department or agency, knowingly causes another person to engage in a sexual act (1) by using force against that other person, or
(2) by threatening or placing that other person in fear that any person will be subjected to
death, serious bodily injury, or kidnapping;
or attempts to do so, shall be fined under this title, imprisoned for any tenn of years or life, or
both.
(b) By other means. - Whoever, in the special maritime and teITitorialjurisdiction of the United
States or in a Federal prison, or in any prison, institution, or facility in which persons are held in
custody by direction of or pursuant to a contract or agreement with the head of any Federal
department or agency, knowingly (1) renders another person unconscious and thereby engages in a sexual act with that

other person; or
(2) administers to another person by force or threat of force, or without the knowledge or
permission of that person, a drug, intoxicant, or other similar substance and thereby (A) substantia11y impairs the ability of that other person to appraise or control
conduct; and
(B) engages in a sexual act with that other person;
or attempts to do so, shall be fined under this title, imprisoned for any term of years or life, or
both.

§2242 Sexual Abuse
Whoever, in the special maritime and territorial jurisdiction of the United States or in a Federal
prison, or in any prison, institution, or facility in which persons are held in custody by direction
of or pursuant to a contract or agreement with the head of any Federal department or agency,
knowingly(1)
causes another person to engage in a sexual act by threatening or placing that other
person in fear (other than by threatening or placing that other person in fear that any person
28

Sexual Abuse of Inmates
will be subjected to death, serious bodily injury, or kidnapping); or
(2) engages in a sexual act with another person if that other person is (A) incapable of appraising the nature of the conduct; or
(B) physically incapable of declining participation in, or communicating

unwillingness to engage in, that sexual act;
or attempts to do so shall be fined under this title and imprisoned for any term of years or for life.
§2243 Sexual Abuse of a Ward

(b) Of a ward - Whoever, in the special maritime and territorial jurisdiction of the United States
or in a Federal prison, or in any prison, institution, or facility in which persons are held in
custody by direction of our pursuant to a contract or agreement with the head of any Federal
department or agency, knowingly engages in a sexual act with another person who is (1) in official detention; and
(2) under the custodial, supervisory, or disciplinary authority of the person so engaging;
or attempts to do so, shall be fined under this title, imprisoned not more than 15 years, or both.
§2244 Abusive Sexual Contact

(a) Sexual contact in circumstances where sexual acts are punished by this chapter. - Whoever, in
the special maritime and territorial j urisdiction of the United States or in a Federal prison, or in
any prison, institution, or facility in which persons are held in custody by direction of or pursuant
to a contract or agreement with the head of any Federal department or agency, knowingly
engages in or causes sexual contact with or by another person, if so to do would violate (1) subsection (a) or (b) of section 2241 of this title had the sexual contact been a sexual
act, shall be fined under this title, imprisoned not more than ten years, or both;

(2) section 2242 of this title had the sexual contact been a sexual act, shall be fined under
this title, imprisoned not more than three years, or both;
(3) subsection (a) of section 2243 of this title had the sexual contact been a sexual act,
shall be fined under this title, imprisoned not more than two years, or both;
(4) subsection (b) of section 2243 of this title had the sexual contact been a sexual act,
shall be fined under this title, imprisoned not more than two years, or both.
(5) subsection (c) of section 2241 of this title had the sexual contact been a sexual act,
shall be fined under this title and imprisoned for any term of years or for life.
29

Sexual Abuse of Inmates
(b) In Other Circumstances. - Whoever, in the special maritime and territorial jurisdiction of the
United States, or a Federal prison, or in any prison, institution, or facility in which persons are
held in custody by direction of our pursuant to a contract or agreement with the head of any
Federal department or agency, knowingly engages in sexual contact with another person without
that other person's permission shall be fined under this title, imprisoned no more than two years,
or both.
§ 2246 Definitions

(1) the term "prison" means a correctional, detention, or penal facility;

(2) the term "sexual act" means (A) contact between the penis and the vulva or the penis and the anus, and for the
purposes of this subparagraph, contact involved the penis occurs upon penetration,
however slight;
(B) contact between the mouth and the penis, the mouth and the vulva, or the mouth and
the anus; or
(C) the penetration, however slight, of the anal or genital opening by another by a hand or
finger or by any object, with an intent to abuse, humiliate, harass, degrade, or arouse or
gratify the sexual desire of any person;
(D) the intentional touching, not through the clothing, of the genitalia of another person

who has not attained the age of 16 years with an intent to abuse, humiliate, harass,
degrade, or arouse or gratify the sexual desire of any person;
(3) the term "sexual contact" means the intentional touching, either directly or through the
clothing, of the genitalia, anus, groin, breast, inner thigh, or buttocks of any person with intent to
abuse, humiliate, harass, degrade, or arouse or gratify the sexual desire of any person;
(4) the term "serious bodily injury" means bodily injury that involves a substantial risk of death,
unconsciousness, extreme physical pain, protracted and obvious disfigurement, or protracted loss
or impairment of the function of a bodily member, organ, or mental faculty.
(5) the term "official detention" means (A) detention by a Federal officer or employee, or under the direction of a Federal officer
or employee, following arrest for an offense; following surrender in lieu of an arrest for
an offense; following a charge or conviction of an offense, or an allegation or finding of
juvenile delinquency; following commitment as a material witness; following civil
commitment in lieu of c1iminal proceedings or pending resumption of criminal
30

Sexual Abuse of Inmates
proceedings that are being held in abeyance, or pending extradition, deportation, or
exclusion; or
(B) custody by a Federal officer or employee, or under the direction of a Federal Officer
or employee, for purposes incident to any detention described in subparagraph (A) of this
paragraph, including transpo1tation, medical diagnosis or treatment, comt appearance,
work, and recreation; but does not include supervision or under control ( other than
custody during specified hours or days) after release on bail, probation, or parole, or after
release following a juvenile delinquency.
The BOP's policy concerning compliance with the Prison Rape Elimination Act is in Program
Statement 5324.12, Sexually Abusive Behavior Prevention and Intervention Program.

31

Sexual Abuse of Inmates
Statistics
During Fiscal Year 2020, 554 allegations of Sexual Abuse were either reported to the OIA or
detected during the course of an investigation. Of the 554 allegations, 483 involved BOP
employees, one involved a PHS employee working in a BOP facility, 30 involved contract staff
working in residential reentry facilities, 33 involved contractors working in p1ivatized facilities,
five involved contract staff working in a BOP facility, one involved a volunteer, and one
involved an "other" staff (assigned to a work area other than listed, e.g. NIC).
The allegations that appeared with the most frequency were Unprofessional Conduct of a Sexual
Nature between male staff and male inmates, with 165 allegations reported, and Abusive Sexual
Contact between male staff and male inmates, with 164 allegations reported.
As of March 17, 2021, five allegations of Sexual Abuse reported during Fiscal Year 2020 were
sustained. These allegations involved two BOP employees, two contract/residential reentry
employees, and one employee working in a privatized facility; 2 15 allegations were not
sustained; 304 allegations were pending.

32

Representative Case Summaries
The following are brief summaries of some of the cases which were completed recently:

• Falsification of Documents
A local investigation revealed a female BOP Co1Tectional Officer indicated that she had made
a round as per policy, but she had not made a round at 2:56 a.m., as she documented on the
30-minute round sheet. Accordingly, due to her admission, there was sufficient evidence to
sustain the allegation of Falsification of Documents against her. The subject received a
received a 21-day suspension. (OIA-2020-02366)
•

Physical Abuse of an Inmate - Minor/Slight Injury; Unprofessional Conduct;
Providing Inaccurate Information Other Than During an Official Investigation
A local investigation revealed that a male staff member in a Privatized Facility called an
inmate an "asshole," pushed him causing a slight injury to the head, and illegitimately
claimed that the inmate assaulted him. The allegations of Physical Abuse, Unprofessional
Conduct, and Providing an Inaccurate Statement Other Than During an Official Investigation
were sustained. The subject was terminated. (OIA-2020-00238)
• Unauthorized Release of Information; Inattention to Duty
A local investigation revealed a male BOP Human Resource Manager sent an email
containing another individual's credit report to an applicant. He admitted that he inadvertently
released a credit report to an applicant that was not that applicant's credit report. Additionally,
he admitted to knowing what is contained in a credit report and that he should have
safeguarded the information, as well as doubled checked his email to verify what he was
sending to the applicant. Accordingly, there was sufficient evidence to sustain the allegations
of Unauthorized Release of Information and Inattention to Duty against him. The subject
received a written reprimand. (OIA-2020-02487)
•

Sexual Abuse of Inmates - Female Staff/Male Inmate; Appearance of an
Inappropriate Relationship; Improper Contact with an Inmate/Inmate's Family;
Offering/Giving Anything of Value; Preferential Treatment of Inmates
An OIG investigation revealed a female Teacher engaged in a sexual relationship with a male
inmate. The subject admitted to picking the inmate up, upon his release, and having sexual
intercourse. The subject admitted to providing financial support to the inmate, to include the
purchase of stereo equipment for his recording studio, a seven-day cruise to Belize, concert
tickets, and the purchase of two vehicles. The subject also provided financial support to the
inmate's mother and the inmate's children. Additionally, the subject admitted to being
Facebook friends with and providing financial support to other former inmates. Based on her
admission and supporting statements, the allegations of Sexual Abuse of Inmates - Female
Staff/Male Inmate, Appearance of an Inappropriate Relationship, Improper Contact with an
Inmate/Inmate's Family, and Offering/Giving Anything of Value were sustained against the
subject, who resigned from the BOP. (OIA-2020-03898)
33

Representative Case Summaries
• Weapons Introduction - Handgun
A local investigation revealed a male BOP Correctional Officer introduced a handgun into the
facility. Specifically, on March 1, 2020, at approximately 4:03 p.m., as the Front Lobby
Officer was processing the subject's backpack through the X-Ray machine, he observed a
picture of what appeared to be a handgun on the X-Ray monitor. The Front Lobby Officer
stopped the X-Ray machine and asked the subject if he had a handgun inside of his backpack.
The subject claimed ownership of the handgun and expressed his apologies for forgetting to
take it out of his backpack before coming into work. The subject stated his daughter was sick
earlier in the day, he switched vehicles with his wife, and he rushed into work which caused
him to forget to remove his handgun from his backpack prior to coming inside of the Front
Lobby. The subject stated he understood firearms are not allowed on the property without
proper approval. There was sufficient evidence to sustain the allegation of Weapons
Introduction - Handgun against subject. The subject was terminated. (OIA-2020-02905)
•

Appearance of an Inappropriate Relationship, Improper Contact with an
Inmate/Inmate's Family, Offering/Giving Anything of Value, Unprofessional
Conduct of a Sexual Nature - Female Staff/Male Inmate
An OIG investigation revealed a female Correctional Officer corresponded with a male
inmate via phone and email. The staff member gave the inmate's daughter money to place on
the inmate's commissary account. The allegations of Appearance of an Inappropriate
Relationship, Improper Contact with an Inmate/Inmate's Family, and Offering/Giving
Anything of Value were sustained. The subject resigned and declined to be interviewed by
OIG. (OIA-2020-00894)
• Failure to Pay Just Debts
A local investigation revealed a male Privatized Facility Correctional Officer failed to pay a
past due medical bill in the amount of $524.00. A female Privatized Facility Human Resource
Manager stated that during the subject's five-year periodic re-investigation process, a credit
report revealed he had an outstanding unpaid debt of $524.00, which was confirmed by a
Discovery Services, LLC, investigation, Case #2019276009, Background Screening Report.
The subject signed an Acknowledgment of Financial Responsibility on October 15, 2019, and
on August 29, 2014. The subject acknowledged the $524.00 debt was for a medical bill, and
that he was aware of the debt prior to the background investigation. The subject stated he had
overlooked the debt and did not notify Human Resomces or a supervisor prior to the
background investigation. There was sufficient evidence to sustain the allegation of Failure to
Pay Just Debts against the subject. The subject received a written reprimand. (OIA Case No.
2020-03291)
• Threatening an Inmate/Verbal Abuse; Unprofessional Conduct
A local investigation revealed that a male Cook Foreman used obscene language and
threatened to defecate in an inmate' s food, if he/she talked during count. The subject received
a ten-day suspension. (OIA-2020-00620)
34

Representative Case Summaries
• Use/Abuse of Illegal Drugs/Alcohol
A local investigation revealed that a male Contract Specialist used prescription medication
not prescribed to him. Independent lab results from Quest Diagnostics revealed the subject
tested positive for use of Amphetamines, during a random urinalysis. The subject received a
seven-day suspension and also received a proposal for removal, which was suspended due to
subject's placement on a Last Chance Agreement. (OIA-2020-02042)

• Breach of Computer Security, Failure to Follow Policy, and Inattention to Duty
A local investigation revealed that a male Correctional Officer plugged an unauthorized
elecu·onic device into a government computer located at the rear gate. The subject also failed
to exit the rear gate and search a vehicle that was departing institution grounds. The
allegations of Breach of Computer Security, Failure to Follow Policy, and Inattention to Duty
were sustained. The subject retired, prior to the completion of the disciplinary process. (OIA2020-00078)

• Endangering the Safety of Others; Failure to Follow Policy
A local investigation revealed a male BOP Lieutenant assigned a male Correctional Officer to
disperse less than lethal munitions on a Calculated Use of Force against an inmate during an
Evening Watch shift. The Correctional Officer stated he reported to the Use of Force and was
instructed by the Lieutenant to be the #5 man on the second use of force team. The
Correctional Officer stated he assumed that position, but he was not told by the Lieutenant to
don any protective gear, as the teams were ready to enter the cell. The Correctional Officer
stated that he participated in the Use of Force without any of the required protective gear.
The Lieutenant stated that when the Use of Force teams were ready to enter the cell, he
observed that he was short one team member and instructed the Correctional Officer to
assume that position. The Lieutenant stated that he did not tell the Correctional Officer to put
on the required protective gear and allowed him to enter the cell without it. The video
revealed that the Correctional Officer was seen entering the cell without the protective gear
and during the debriefing, the Co1Tectional Officer identified himself. Therefore, the
allegations of Endangering the Safety of Others and Failure to Follow Policy were sustained
against the Lieutenant. The subject received a three-day suspension. (OIA-2020-03609)

• Inattention to Duty
A local investigation revealed that a male Correctional Officer was discovered to be asleep in
a chair, while on duty. The subject admitted he had fallen asleep, briefly. The subject
received a written reprimand. (OIA-2020-00236)

35

Representative Case Summaries
• DWI/DUI
A local investigation revealed that a male Public Health Service staff member was arrested
and charged with Driving While Intoxicated (DWI). The staff member admitted he had been
drinking and pied guilty to the court and the BAC breath sample registered at .207. The
subject received a written reprimand. (OIA-2020-00727)
• Failure to Follow Supervisor's Instructions
A local investigation revealed a male BOP Correctional Officer did not follow his
supervisor's instructions. Specifically, a male Lieutenant stated he told a male Conectional
Officer that he was #7 on the mandatory overtime list and he would therefore be required to
work mandatory overtime. The Lieutenant stated the subject refused to work the overtime.
The Lieutenant explained that five of the staff members listed ahead of the subject were
already working double shifts, one staff member refused, and another staff member was on
his Friday. The subject stated the Lieutenant only asked him, "What if I told you, you were
next on the mandatory overtime list." The subject stated he replied, "I would have to tell you
no." The subject stated the Lieutenant never told him to work the mandatory overtime, the
Lieutenant just asked the question. The allegation of Failure to Follow Supervisor's
Instructions was sustained against the subject. The subject received a one-day suspension.
(OIA-2020-03873)
• Unauthorized Release of Information; Failure to Follow Policy; Inattention to Duty
A local investigation revealed a female BOP Human Resource Manager notified a female
Union President that a two-day suspension was being issued to a bargaining unit employee for
Conduct Unbecoming a Law Enforcement Officer. The subject included the letter with the
name of the employee as an attachment to an email. The subject was not the deciding official
for this disciplinary action, and she was not given approval from the Warden to release this
information to the staff member nor to render the decision. The subject admitted she
forwarded the letter to the Union and the bargaining unit staff member. The subject stated she
was "under pressure," "got in a hmTy," and "did not pay attention" to what she was doing.
There was sufficient evidence to sustain the allegations of Unauthorized Release of
Information, Failure to Follow Policy, and Inattention to duty against the subject. The subject
received a demotion. (OIA-2020-03900)
• Absent Without Leave; Failure to Follow Supervisor's Instructions
A local investigation revealed that a male Correctional Officer, failed to produce medical
documentation for his consecutive absences, after having been instructed to do so in a
memorandum addressing his abuse of sick leave. The subject as removed from his position
effective December 29, 2020. (OIA-2020-04486)

36

Representative Case Summaries
• Unauthorized Electronic Device Introduction; Breach of Security
A local investigation revealed that a male Correctional Officer brought his personal cellphone
into the institution. The subject stated that he did not realize that he brought it in, until he heard
it ring in his jacket pocket, at which point he immediately returned the cellphone to his personal
vehicle. Further, it was revealed that the male Correctional Officer assigned to the Front Lobby
failed to properly screen the subject's belongings thereby allowing the cellphone to be
introduced into the institution. The allegation of Unauthorized E lectronic Device was sustained
against the subject, and the allegation of Breach of Security was sustained against the Front
Lobby Officer. The Con-ectional Officer who introduced the cellphone received a one-day
suspension, and the Front Lobby Officer received a written reprimand. (OIA-2020-02862)
• Breach of Computer Security; Failure to Follow Policy
A local investigation revealed that a male Correctional Officer plugged his cellular telephone
into the USB port of the computer located in the tower. He stated that he was not aware he
could not use his cellular telephone to listen to music. The allegations of Breach of Computer
Security and Failure to Follow Policy were sustained. T he subject was issued a written
reprimand. (OIA-2020-01326)
• Unprofessional Conduct of a Sexual Nature
A local investigation revealed a male BOP Correctional Officer was unprofessional toward a
female BOP Correctional Officer. Specifically, the subject stated that he handed a note to the
female Co1rnctional Officer on May 25, 2020, while she was working in the Front Lobby. The
note read, "I have an overwhelming desire to give you a FBSM with some c-lingus." The
subject stated FBSM stood for "full body sexual massage" and the c-lingus referred to oral sex.
The subject stated he had not spoken to the female Correctional Officer in this manner
previous!y. Therefore, the allegation of Unprofessional Conduct of a Sexual Nature was
sustained against the subject. The subject received a 2 1-day suspension. (OIA-2020-04585)
•

Failure to Follow Supervisor's Instructions; Unprofessional Conduct; Lack of
Candor
A local investigation revealed a female Accounting Technician was issued a letter of
counseling by her supervisor, but refused to sign it as she did not have Union representation
present. Her supervisor allowed her to depart the meeting, in order to obtain Union
representation. The subject originally claimed that she went back to her office and attempted to
contact the Union President and Union Vice President; however, during the course of the
investigation, the subject admitted that she did not actually attempt to contact a Union
representative, as that was management's job. When her supervisor called to see if she had
obtained one, the subject hung up the phone, claiming that he was speaking in an aggressive
tone. The allegations of Failure to Follow Supervisor's Instructions, Unprofessional Conduct,
and Lack of Candor were sustained. The subject retired, prior to the completion of the
disciplinary process. (OIA-2020-00986)
37

Representative Case Summaries
• Failure Misuse of Travel Charge Card
A local investigation revealed sufficient evidence to sustain the allegation of Misuse of Travel
Charge Card against a male staff member. He admitted to inadvertently making a charge of
under ten dollars to his government charge card. He further admitted he was the holder of the
card in question, and he was not on official travel status when the transaction was made. The
subject received a one day suspension as discipline. (OIA-2020-01005)

• Workplace Violence; Threatening/Intimidating Employees
A local investigation revealed a female Correctional Officer threatened to come to the
institution with a gun and shoot her ex-husband, a male BOP Correctional Officer, a second
male BOP Correctional Officer, and a female Contractor. The subject 's sister called and
informed the institution that the local police department had been contacted. Another female
Correctional Officer also reported receiving a phone call from the subject, who stated that she
was also going to kill the female Contractor's four children and then herself. The local police
department responded to the subject's residence and convinced her to surrender. A Threat
Assessment was completed and the subject received a thirty-day suspension. (OIA-202003576)

• Unprofessional Conduct
A local investigation revealed a male Unit Secretary called a male Con-ectional Systems
Officer to inquire about the travel itinerary for an inmate who was scheduled for release and
allegedly asked, "Have you see your stupid cunt ass supervisor?" Another female Case
Management Coordinator was in close enough range to witness the s ubject' s comment. The
subject received a five-day suspension. (OIA-2020-04050)

• Falsification of Documents; Failure to Follow Policy; Inattention to Duty
A local investigation revealed that a male Correctional Officer failed to conduct a count on
the upper tier in the housing unit. After being given the opportunity to review video
surveillance, the subject admitted to failing to count inmates on the entire upper tier for the
official 3:00 a.m. count. In addition, the subject signed the 3:00 a.m. official count slip,
signifying he properly conducted the 3:00 a.m. count. The subject also failed to sign Post
Orders, prior to assuming his post as the # 1 officer for the Morning Watch shift. The
subject's employment with the Bureau of Prisons was terminated. (OIA-2020-00455)

38

Appendices
Table 11: Types of Sustained Misconduct for BOP Employees - FY 2019
With 63.70 Percent Closed
(4,421 Total Opened)
Number of Sustained Allegations
Type of Misconduct

Inmate
Related

Total

Non Inmate
Related
348

Off-Duty

1,065

TOTAL

111

1,524

Abuse of Inmates

21

21

Sexual Abuse of Inmates

11

11

Introduction of Contraband

8

29

37

Discrimination

0

0

0

55

55

110

2

l

3

Fiscal Improprieties
Bribery

49

Inaooropriate Relationshi ps With Inmates

49

Investigative Vio lations

23

Personnel Prohibitions

264

23
8

272

7

5

12

Inattention to Duty

46

80

126

Breach of Security

11

16

27

Unprofessional Conduct

17

92

109

Failure to Follow Policy

64

132

196

0

263

263

57

105

162

Unauthorized Release of Information

Failure to Follow Supervisor's Instructions
Other On-Duty Misconduct

103

Other Off-D uty Misconduct

39

103

Appendices
Table 12: Types of Sustained Misconduct for BOP Employees - FY 2018
With 78.80 Percent Closed
(4,670 Total Opened)
Number of Sustained Allegations
Type of Misconduct

Inmate
Related

Total

Non Inmate
Related
690

Off-Duty

1,447

TOTAL

168

2,305

Abuse of Inmates

43

43

Sexual Abuse of Inmates

22

22

Introduction of Contraband

24

51

75

0

0

0

Fiscal Improprieties

13

88

101

Bribery

10

l

11

Inaooropriate Relationshi ps With Inmates

79

Discrimination

79

Investigative Vio lations

44

Personnel Prohibitions

323

44
14

337

7

16

23

Inattention to Duty

124

147

271

Breach of Security

45

75

120

Unprofessional Conduct

37

152

189

Failure to Follow Policy

153

177

330

0

221

221

133

152

285

Unauthorized Release of Information

Failure to Follow Supervisor's Instructions
Other On-Duty Misconduct

154

Other Off-Duty Misconduct

40

154

Appendices
Table 13: Types of Sustained Misconduct for BOP Employees - FY 2017
With 89.76 Percent Closed
(4,392 Total Opened)
Number of Sustained Allegations
Type of Misconduct

Tota l

Inmate
Related

Non Inmate
Related

1,410

Off-Duty

3,616

TOTAL

150

5,176

Abuse of Inmates

73

73

Sexual Abuse of Inmates

44

44

Introduction of Contraband

67

163

230

0

0

0

Fisca l Improprieties

28

383

4 1I

Bribery

26

6

32

Discrimination

247

247

Inappropriate Relationships With Inmates
Investigative Vio lations

155

Personnel Prohibitions

765

155
30

795

27

24

51

Inattention to Duty

185

374

559

Breach of Security

119

278

397

Unprofessional Conduct

129

384

513

Failure to Follow Policy

349

530

879

0

365

365

116

189

305

Unauthorized Release of Information

Failure to Follow Supervisor's Instructions
Other On-Duty Misconduct

120

Other Off-Duty Misconduct

41

120

Appendices
Table 14: Types of Sustained Misconduct for BOP Employees - FY 2016
With 94.68 Percent Closed
(5,128 Total Opened)
Number of Sustained Allegations
Type of Misconduct

Inmate
Related

Non Inmate
Related

829

Total

Off-Duty

2,109

TOTAL

222

3,160

Abuse oflnmates

40

40

Sexual Abuse of Inmates

26

26

Introduction of Contraband

40

88

128

0

0

0

Fiscal Improprieties

18

254

272

Bribery

20

3

23

Discrimination

129

Inaooropriate Re lationships With Inmates

129

Investigative Violations

89

Personnel Prohibitions

394

89
16

410

Unauthorized Re lease oflnformation

14

16

30

Inattention to Duty

97

229

326

Breach of Security

72

172

244

Unprofessional Conduct

71

228

299

Failure to Follow Policy

201

302

503

0

177

177

101

157

258

Failure to Follow Supervisor's Instructions
Other On-Duty Misconduct

206

Other Off-Duty Misconduct

42

206

Appendices
Table 15: Types of Sustained Misconduct for BOP Employees - FY 2015
With 96.04 Percent Closed
(5,206 Total Opened)
Number of Sustained Allegations
Type of Misconduct

Inmate
Related

Total

Non Inmate
Related
887

Off-Duty

2,124

TOTAL

316

3,327

Abuse of Inmates

37

37

Sexual Abuse of In.mates

31

31

Introduction of Contraband

40

87

127

0

0

0

Fiscal Improprieties

18

237

255

Bribery

21

2

23

Discrimination

148

Inapprop1iate Relationships With Inmates

148

Investigative Violations

88

Personnel P rohibitions

483

88
21

504

17

11

28

Inattention to Duty

129

223

352

Breach of Security

66

187

253

Unprofessional Conduct

91

259

350

Failure to Follow Policy

181

279

460

0

176

176

108

92

200

Unauthorized Release oflnfonnation

Failure to Follow Supervisor' s Instructions
Other On-Duty Misconduct

295

Other Off-Duty Misconduct

43

295

Appendices
Table 16: Types of Sustained Misconduct for BOP Employees - FY 2014
With 98.35 Percent Closed
(5,201 Total Opened)
Number of Sustained Allegations
Type of Misconduct

Inmate
Related

Total

Non Inmate
Related
962

Off-Duty

2,033

311

TOTAL
3,306

Abuse oflnmates

26

26

Sexual Abuse of Inmates

36

36

Introduction of Contraband

42

65

107

0

0

0

Fiscal Improprieties

20

308

328

Bribery

19

2

21

Discrimination

152

Inaooropriate Re lationships With Inmates

152

Investigative Violations

88

Personnel Prohibitions

374

88
30

404

16

11

27

Inattention to Duty

146

281

427

Breach of Security

96

110

206

Unprofessional Conduct

95

282

377

Failure to Follow Policy

222

220

442

0

156

156

92

136

228

Unauthorized Re lease oflnformation

Failure to Follow Supervisor' s Instructions
Other On-Duty Misconduct

281

Other Off-Duty Misconduct

44

281

Appendices
Table 17: Types of Sustained Misconduct for BOP Employees - FY 2013
With 99.58 Percent Closed
(5,503 Total Opened)
Number of Sustained Allegations
Type of Misconduct

Inmate
Related

Total

Non Inmate
Related
936

Off-Duty

1,952

366

TOTAL
3,254

Abuse oflnmates

33

33

Sexual Abuse of Inmates

36

36

Introduction of Contraband

52

63

115

l

0

l

Fiscal Improprieties

18

213

231

Bribery

21

I

22

Discrimination

165

Inaooropriate Re lationships With Inmates

165

Investigative Violations

110

Personnel Prohibitions

394

110
21

415

23

17

40

Inattention to Duty

123

236

359

Breach of Security

82

159

241

Unprofessional Conduct

114

250

364

Failure to Follow Policy

186

226

412

0

150

150

82

133

215

Unauthorized Re lease oflnformation

Failure to Follow Supervisor's Instructions
On-Duty Misconduct

345

Off-Duty Misconduct

45

345

Appendices
Types of Misconduct
Abuse of Inmates
Physical Abuse of Inmates
Excessive Use of Force
Threatening an Inmate/Verbal Abuse
Retaliation
Sexual Abuse of Inmates
Aggravated Sexual Abuse - §2241
Sexual Abuse/Sexual Abuse of a Ward - §2242/2243
Abusive Sexual Contact - §2244
Unprofessional Conduct of a Sexual Nature
Introduction of Contraband
Soft Item Introduction
Weapons Introduction
Escape Paraphernalia Introduction
Money Introduction
Marijuana Introduction
Heroin & Derivatives Introduction
Cocaine Introduction
Other Unspecified Drugs Introduction
Alcoholic Beverages Introduction
Unauthorized Electronic Device Introduction
Creatine/Weightlifting Supplement Introduction
Cigarettes/Tobacco Introduction
Discrimination
Discrimination
Fiscal Improprieties
Time and Attendance Irregularities
Abuse of Sick Leave
Voucher Falsification
Theft/Misuse of Government Funds
Theft/Misuse of Government Property
Misuse of Government Computers Improper
Procurement Procedures
Failure to Pay Government Charge Card
Misuse of Travel Charge Card
46

Appendices
Fiscal Improprieties (Cont.)

Misuse of Purchase Charge Card
Misuse of SmartPay 2 Credit Card
Theft/Misuse of Employees' Club Funds
Theft/Misuse of AFGE/Union Funds
Theft of Inmate Funds
Theft/Destruction of Inmate Property
Theft/Misuse of Contractor Funds
Theft/Misuse of Contractor Property
Failure to Account for Inmate Funds/Property
Theft of Employee Funds/Property
Misuse of UNICOR Resources
Contract Fraud
Bribery

Bribery
Inappropriate Relationship With Inmates

Soliciting/Accepting Anything of Value
Offering/Giving Anything of Value
Improper Contact With an Inmate/Inmate's Family
Appearance of an Inappropriate Relationship
Misuse of Inmate Labor
Preferential Treatment of Inmates
Conduct Unbecoming a Correctional Worker
Investigative Violations

Concealing a Material Fact
Refusing to Cooperate
Lying During an Investigation
Providing a False Statement
Altering/Destroying Evidence/Documents
Refusing to Submit to a Search
Interfering With/Impeding an Investigation
Advising Someone to V iolate Policy
Conducting an Unauthorized Investigation
Lack of Candor

47

Appendices
Personnel Prohibitions
Threatening/Intimidating Employees (relates to personnel actions)
Failure to Report Violation of Rules/Regulations
Falsification of Employment Records
Misuse of Official Position/Badge
Inappropriate Supervisor/Subordinate Relationship
Engaging in Prohibited Personnel Practices
Use/Abuse of Illegal Drugs/Alcohol
Absent Without Leave
Failure to Follow Leave Procedures Retaliation
Refusing to Take a Drug Test

Unauthorized Release of Information
Unauthorized Release of Information Violation
ofFOWPrivacy Acts

Other On-Duty Misconduct
Unprofessional Conduct of a Sexual Nature 1• 2
Inattention to Duty1
Failure to Respond to an Emergency
Failure to Properly Supervise Inmates
Breach of Security1
Breach of Computer Security I. 3
Falsification of Documents
Unprofessional Conduct1
Failure to Follow Policy 1
Gambling/Promotion of Gambling
Endangering the Safety of an Inmate
Endangering the Safety of Others
Providing False Information Other Than During an Official Investigation
Insubordination
Accidental Discharge of a Firearm
Soliciting/Sale of Goods on Government Property Job
Favoritism
Workplace Violence
Failure to Meet Performance Standards
Failure to Follow Supervisor's Instructions 1
Fraudulent Workers' Compensation Claims
Conduct Unbecoming a Management Official

48

Appendices
Off-Duty Misconduct
Arrest and Conviction
Failure to Report Arrest Failure
to Pay Just Debts
Failure to Obtain Outside Employment Approval
DWI/DUI
Domestic Violence
Traffic Citation
Canying an Unregistered/Concealed Firearm
Discreditable Behavior
Falsification of Records/Documents
Other Citation (Hunting, etc.)
Conflict of Interest
Other Off-Duty Misconduct

1

Due to the frequency of this type of misconduct, it is identified distinctly throughout this report.

2

The data for Unprofessional Conduct of a Sexual Nature (Non-Inmate Related) is combined with Unprofessional Conduct throughout
this report.

3

The data for Breach of Computer Security is combined with Breach of Security throughout this report.

49

Monitoring Assignments
Alderson, WV .......................
Aliceville, AL ...................... .
Allen wood, PA .................... .
Ashland, KY ........................ .
Atlanta, GA ...... .................... .
Atwater, CA ......................... .
Bastrop, TX ............ ............ ..
Beaumont, TX ..................... .
Beckley, WV ........................
Bennettsville, SC ................. .
Berlin, NH .. ........................ ..
Big Sandy, KY..................... .
Big Spring, TX .................... .
Brooklyn, NY ...................... .
Bryan, TX ... ............ ............. .
Butner, NC ........................... .
Canaan, PA ............. ..... ........ .
Carswell, TX........................ .
Chicago, IL .......................... .
Coleman, FL ........................ .
Cumberland, MD ................. .
Danbury, CT ........................ .
Devens, MA ............ ............ ..
Dublin, CA .......................... .
Duluth, MN .......................... .
Edgefield, SC ....................... .
El Reno, OK ........................ .
Elkton, OH .. ......................... .
Englewood, CO ................... .
Estill, SC .............................. .
Fairton, NJ .. ............ ............. .
Florence, CO ........................ .
Forrest City, AR .................. .
Fort Worth, TX .................... .
Fort Dix, NJ ......................... .
Gilmer, WV ......................... .
Grand Prairie, TX ............... ..
Greenville, IL ...................... .
Guaynabo, PR ...................... .
Hazelton, WV ..................... ..
Herlong, CA ........................ .
Honolulu, HI.. ...................... .
Houston, TX ........................ .
Jesup, GA ... ............ ............ ..
La Tuna, TX ........................ .

Leavenworth, KS .................. .
Lee, VA................................. .
Lewisburg, PA ...................... .
Lexington, KY ..................... .
Lompoc, CA .... ..................... .
Loretto, PA ........................... .
Los Angeles, CA ..... ............ .. .
Manchester, KY .................... .
Marianna, FL ... ..................... .
Marion, IL ............................. .
Mendota, CA......................... .
McCreary, KY ...................... .
McDowell, WV ..................... .
McKean, PA ......................... .
Memphis, TN ... ....... .............. .
Miami (FDC & FCI), FL ...... .
MXRO,MD ............ .............. .
Milan, Ml .............................. .
Montgomery, AL ................ .. .
Morgantown, WV ................. .
New York, NY ............. ......... .
NCRO, KS ............................ .
NERO,PA ............................ .
Oakdale, LA ......................... .
Oklahoma, OK .................... .. .
Otisville, NY ......................... .
Oxford, WI.. ............ .............. .
Pekin, IL ............................... .
Pensacola, FL ........................ .
Petersburg, VA ..................... .
Philadelphia, PA ................... .
Phoenix, A'Z .......................... .
Pollock, LA ............. .............. .
Ray Brook, NY ..................... .
Rochester, MN ...................... .
Safford, AZ ........................... .
San Diego, CA ........ .............. .
Sandstone, MN .................... .
Schuylkill, PA ......... ............ .. .
Seagoville, TX ..................... .
SeaTac, WA .......................... .
Sheridan, OR......................... .
SCRO, TX... .......................... .
SERO,GA ............................ .
Springfield, MO .................... .

(b)(6); (b)(7)(C); (b)(7)(F)

50

(b){6); (b)(7)(C); (b)(7)(F)

Monitoring Assignments
Talladega, AL .................... .
Tallahassee, FL. ................. .
Terminal Island, CA ...........
Tene Haute, IN .................. .
Texarkana, TX ................... .
Thomson, IL ..................... .
Three Rivers, TX ............... .
Tucson, AZ ...................... ..
Victorville, CA .................. .
Waseca, MN ..................... ..
WRO,CA ... ............ ........... .
Williamsburg, SC ............. ..
Yankton, SD ...................... .
Yazoo City, MS ................ ..

(b)(6); (b)(7)(C); (b)(7)(F)

51

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