; (ii) an assessment of a civil penalty not to exceed $10,000; or (iii) any combination of disciplinary actions described under clause (i) and an assessment described under clause (ii). (B) In any case brought under paragraph (1) in which the Merit Systems Protection Board finds that an employee has committed a reprisal in violation of subsection (a), the Board may impose disciplinary action if the Board finds that the disclosure described in subsection (a) was a significant motivating factor, even if other factors also motivated the decision, for the decision of the employee to take, fail to take, or threaten to take or fail to take a personnel action (as defined in subsection (a)), unless that employee demonstrates, by a preponderance of the evidence, that the employee would have taken, failed to take, or threatened to take or fail to take the same personnel action, in the absence of such protected activity. (4) There may be no administrative appeal from an order of the Merit Systems Protection Board. An employee subject to a final order imposing disciplinary action under this subsection may obtain judicial review of the order by filing a petition therefor with such court, and within such time, as provided for under section 7703(b). (g) (1) Not later than one year after the date of the enactment of this subsection, and annually thereafter, the Inspector General of the Department of Justice shall submit to the Committees on the Judiciary of the House of Representatives and the Senate, the Committee on Oversight and Reform of the House of Representatives, and the Committee on Homeland Security and Governmental Affairs of the Senate a report on the investigations conducted by the Inspector General under this section during the one-year period preceding such report. (2) Each report required by paragraph (1) shall include, for the period covered by such report— (A) the number of completed investigations conducted by the Inspector General of the Department of Justice under this section