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Case Study #1

Fred and Kayla are recruiters who are out on a business trip. They are hosting a recruiting event
at Big State University, which is a university that consistently gives Peace Corps a large number
of potential Volunteers.
Following the event, Fred and Kayla go out to a local bar to celebrate the successful day. After
imbibing a few beverages, Fred becomes a bit grabby with Kayla and begins to make her
uncomfortable. Kayla politely asks Fred to stop touching her; Fred replies by saying cmon
baby, were off the clock, loosen up a bit!
Although Kayla was disturbed by the incident, she chalks it up to drunken silliness
nonetheless, she is concerned because she is scheduled to go on another recruiting trip with Fred
later in the month.
What are Kaylas options?
Is she protected by Peace Corps Policies?

Case Study #2
John is a new employee. John has an obvious limp and uses a cane to walk.
During Johns first three months at Peace Corps, he came to work late 3-5 days a week. As a
result Johns supervisor spoke with him about his tardiness to work. John said it took him longer
to get going in the morning. Also, John accepted assignments to present at events, which was a
critical element of his performance plan. However, on each of the days of the events John would
call Corey and tell him that he was unable to do the presentation because he was either not able
to stand for those periods of time or the event was too early and he would not be ready in time.
What are Johns options?
Does the Agency haven any responsibilities to John?

Case Study #3
Collin, Alan and Marc requested time off for a religious holiday (Judaism). Their supervisor
granted their request. A month later, Leticia requested time off for Kwanza. The supervisor
stated Kwanza is not a religious holiday. She denied Leticias request.
What are their options?
Is she protected under Peace Corps policies?

Case Study #4
Raj (54) is Peace Corps employee with an impeccable work history, an outstanding performance
evaluation and excellent professional credentials. He was recently informed that he would not be
offered a second tour. Reasons given were that second tours are not guaranteed and that
technically no reason has to be given. Raj believes he was discriminated against based on his age
and national origin (Indian)
What are his options?
Is he protected under Peace Corps policies?

Case Study #5
Mr. Smith supervises a department of 10 employees. When opportunities for travel, continuing
education, and major assignments/details or projects are presented; the same four (male)
employees are chosen. The remaining six (female) employees feel they are often ignored and
humiliated by Mr. Smiths ranting directed only at them, and not the male employees. They are
afraid that if they report Mr. Smith they will lose their jobs or not be given a second tour (or
receive other adverse employee actions).
What are their options?
Are they protected under Peace Corps policies?

Case Study #6
You have been assigned to interview several female volunteers for an open investigation. You
meet with the volunteers, individually, in your hotel room and ask them about their sexual
history. You explain that these questions are relevant to the investigation. After the interview,
one volunteer contacts OCRD and reports being sexually harassed.
What options did you have to avoid this situation?
How could you have handled the questioning differently?

Case Study #8
Peace Corps does not have a dress code policy; however, employees are expected to dress
appropriately for an office/business setting.
A male employee arrives to work on Tuesday, wearing hot-pink low rider pants. His supervisor
instructs the employee to go home and change his clothes and return to work wearing business
appropriate clothes.
What are the employees options?
Is the employee protected under Peace Corps policies?