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Whistleblower Protections

The Peace Corps Office of Inspector General (OIG) is committed to informing and providing information to Peace Corps staff, contractors, and Volunteers about prohibitions on retaliation for protected disclosures, and the rights and remedies for those who have made or are contemplating making a protected disclosure.

This page and the accompanying information are intended as an educational tool for Peace Corps staff, contractors, and Volunteers who are interested in learning more about whistleblower protections.

  • The law does not permit an OIG employee to act as a legal representative, agent, or advocate for Peace Corps whistleblowers. Should you have questions related to your specific personal circumstances, it may be advisable to seek the assistance of your union representative, if applicable, or from outside counsel.

“Whistleblower disclosures can save lives as well as billions of taxpayer dollars. They play a critical role in keeping our government honest, efficient and accountable. Because whistleblowers help to root out waste, fraud, and abuse, and protect public health and safety, federal laws strongly encourage employees to disclose wrongdoing and protect whistleblowers from retaliation.”
(See U.S. Office of Special Counsel: Know Your Rights When Reporting Wrongs)

  • What is Whistleblowing?

    The word “Whistleblowing” is commonly used to describe anyone reporting wrongdoing, but whistleblowing describes more specific situations described below. To receive the rights and protections of a whistleblower, in most cases an allegation must be made to the correct authorities and allege certain types of wrongdoing.

    Whistleblowing in the Peace Corps context is:

    • A disclosure made by a:
      • Peace Corps employee,
      • employee of a Peace Corps contractor¹,
      • or Volunteer;
    • The disclosure is generally made to:
    • The disclosure alleges:
      • A violation of any law, rule, or regulation;
      • Mismanagement;
      • A gross waste of funds;
      • An abuse of authority; or
      • A substantial and specific danger to public health or safety.

    ¹Employees of Peace Corps contractors can make protected disclosures to parties in addition to those appearing above. (See 41 U.S.C. § 4712)

  • How are Whistleblowers Protected?

    Peace Corps Employees

    The Peace Corps is prohibited by federal law from taking an unfavorable personnel action against an employee in retaliation for:

    • Cooperating with or disclosing information to OIG or the Office of Special Counsel (OSC)
    • Disclosing fraud, waste, or abuse to a supervisor
    • Disclosing information required to be kept secret by law or Executive Order when the disclosure is made to OIG or OSC
    • Filing an appeal, complaint, or grievance
    • Helping an individual file a complaint or testify on their behalf
    • Making a disclosure to Congress
    • Refusing to obey an unlawful order

    (See 5 U.S.C § 2302; 5 C.F.R. 2635.101; Inspector General Act of 1978, as amended)

    Peace Corps Volunteers/Trainees

    Peace Corps staff is prohibited from taking or threatening to take a negative administrative or other action, (e.g. separation, reassignment, imposition of penalties, reduction in allowances, etc.) against Volunteers/Trainees (V/Ts) in retaliation for reporting. Protected reports of wrongdoing by V/Ts may include:

    • Concerns regarding the conduct of other individuals or organizations, even if the issue is beyond the Peace Corps legal jurisdiction
    • Discrimination
    • Misconduct
    • Mismanagement related to Peace Corps management and operations
    • Violations of law or Peace Corps policy (including sexual assault)
    • Waste, fraud, and abuse

    In addition to the authorities listed in the section, “What is Whistleblowing” (found above), Volunteers may report allegations or concerns to senior staff at post, the appropriate Regional Director, the Office of Civil Rights and Diversity, or other appropriate offices at Peace Corps Headquarters listed in MS 271 “Confidentiality Protection.”

    Any Peace Corps staff member who receives or has knowledge of a Volunteer’s allegation or concern has a duty to treat the information with the utmost discretion and confidentiality consistent with appropriate handling of such information and applicable law, including where appropriate, referral to OIG, the appropriate Country Director, or legal authorities.

    (See 22 U.S.C. § 2507(b); 45 C.F.R § 1225.6 Applicant/Trainee/Volunteer Discrimination Complaint Procedure; Peace Corps Manual Section (MS) 271 “Confidentiality Protection”; MS 221 “Volunteer Allowances”; MS 222 “Trainee Allowances”; MS 223 “Volunteer/Trainee Readjustment Allowance”)

    Employees of Contractors, Subcontractors, and Grantees²

    Employees of Peace Corps contractors, subcontractors, or grantees may not be discharged, demoted, or otherwise discriminated against as a reprisal for making a protected disclosure to a person or body listed in 41 U.S.C. § 4712(a)(2) of information that the employee reasonably believes is evidence of:

    • Gross mismanagement of a federal contract or grant
    • Gross waste of federal funds
    • Substantial and specific danger to public health or safety
    • Violation of law, rule, or regulation related to a Federal contract (including the competition for or negotiation of a contract) or grant
    • Abuse of authority relating to a federal contract or grant

    (See 41 U.S.C. ß 4712)

    ²Applies to employees of contractors, subcontractors, and grantees for contracts that were entered into after July 1, 2013, as well as some contracts modified after July 1, 2013.

  • What if retaliation affects my security clearance?

    Whistleblower protections also exist for employees eligible for access to classified information. In accordance with Presidential Policy Directive 19 (PPD-19), Peace Corps policy prohibits action affecting an employeeís eligibility for access to classified information made in reprisal of the employee reporting fraud, waste, or abuse. Peace Corps policy calls for a review process of such action by OIG as well the ability to appeal to an external review panel.

    (See PPD-19; Peace Corps Manual Section (MS) 403 “Personnel Security Program”)

  • What can I do if I have been a victim of retaliation?

    • You can always contact OIG
    • If you are a Peace Corps employee you may also contact OSC and/or
    • If you believe you have been the victim of retaliation/reprisal for participating in Equal Employment Opportunity activities, contact the Office of Civil Rights and Diversity (OCRD).
    • If you are an employee of a Peace Corps contractor you may submit your complaint to OIG
  • How should I advise a Volunteer who alleges to be a victim of retaliation?

    • Volunteers should be advised that they have a right to report allegations of retaliation directly to OIG.
    • Volunteers may also file a retaliation complaint with Office of Civil Rights and Diversity (OCRD) consistent with Peace Corps Manual Section 271 “Confidentiality Protection”.

Contact information:

Office of Inspector General Hotline Information

Phone U.S./International: 202.692.2915
Toll-free in U.S.: 800.233.5874
Email OIG@peacecorps.gov
Online Reporting Tool Online Reporting Tool
Address Peace Corps
Office of Inspector General
P.O. Box 57129
Washington, D.C. 20037-7129

Office of Special Counsel

Send forms OSC-11 for the Retaliation Claims and OSC-12 to disclose the underlying wrongdoing (Forms Found Here) to:

U.S. Office of Special Counsel
Complaints Examining Unit
1730 M Street NW, Suite 218,
Washington, DC 20036-4505

Submit Compliant via Web Reporting Tool

Last updated Mar 19 2014

How to Report:

Email: OIG@peacecorps.gov
Online Tool: OIG Hotline
U.S./International: 202.692.2915
Toll-free in U.S: 800.233.5874
Fax: 202.692.2901

Mail:

Peace Corps
Office of Inspector General
P.O. Box 57129
Washington, DC 20037-7129

General Information:

Main Office: 202.692.2900
Reports