In the context of the Intelligence Community (IC), whistleblowers are generally employees or contractors of federal intelligence agencies who bring to light information on agency wrongdoings. Whistleblowers disclose this information through government channels (e.g., the congressional intelligence committees or agency inspectors general) or to the media. Such disclosures can aid oversight of, and thereby curb misconduct within, intelligence agencies. When an IC whistleblower discloses information on alleged agency wrongdoing, he could face retaliation from his employer by, for example, being fired, demoted, or having his security clearance revoked. The threat of retaliation may deter potential whistleblowers from disclosing information on agency wrongdoing. Apparently seeking to strike balance within this tension, Congress and President Obama have taken action to limit retaliation against IC whistleblowers for certain types of protected disclosures, which do not include disclosures to media sources. There are three sources of protections against retaliation for IC whistleblowers: the Intelligence Community Whistleblower Protection Act of 1998 (ICWPA), Presidential Policy Directive 19 (PPD-19), and Title VI of the Intelligence Authorization Act for Fiscal Year 2014 (Title VI). Intelligence Community Whistleblower Protection Act of 1998

The ICWPA is the oldest of the three intelligence whistleblower protections. Rather, the ICWPA merely allows an IC whistleblower who has faced such retaliation to then use the act's disclosure procedures to inform the intelligence committees that the retaliation has occurred. Under the ICWPA, IC employees and contractors can disclose to Congress only complaints and information that are "with respect to an urgent concern." Conversely, the ICWPA provides no explicit mechanism for remedying for retaliation stemming from disclosure of an urgent concern to Congress; it merely prescribes the process through which such disclosures can be made and allows employees and contractors to then use those disclosure procedures to inform Congress of any resulting improper retaliation. PPD-19 requires that agency procedures permit agency Inspectors General to review employee allegations of adverse personnel action or improper restriction of access to classified information and recommend agency heads take corrective action if a violation of PPD-19 has occurred. PPD-19 offers intelligence whistleblowers falling within its scope more protection against retaliation than the ICWPA. Further, PPD-19, unlike the ICWPA, expressly prohibits retaliation against IC whistleblowers who make protected disclosures, whereas the ICWPA merely outlines the process through which such disclosures can be made. Rather, this external review panel can only recommend that agency heads take corrective action. Title VI seemingly codifies some of PPD-19's protections and, under specified circumstances, expands upon them. Title VI's protections are bifurcated: it protects whistleblowers from retaliation in the form of both adverse personnel actions and adverse security clearance or information access determinations resulting from their making protected disclosures. Protection from Adverse Personnel Actions

Under Title VI, disclosures for which an employee is protected against retaliation in the form of adverse personnel action include those made to (1) the Director of National Intelligence (or his or her designee); (2) the IGIC (or his or her designee); (3) the head of the employing agency (or his or her designee); (4) the employing agency's Inspector General; (5) congressional intelligence committees; or (6) a member of a congressional intelligence committee. As of this writing, the Director of National Intelligence does not appear to have developed these appeal procedures.
Intelligence whistleblowers are generally Intelligence Community (IC) employees or contractors who bring to light allegations of agency wrongdoings by, for example, disclosing information on such wrongdoings to congressional intelligence committees. Such disclosures can aid oversight of, or help curb misconduct within, intelligence agencies. However, intelligence whistleblowers could face retaliation from their employers for their disclosures, and the fear of such retaliation may deter whistleblowing. Congress and President Obama have taken measures to protect certain intelligence whistleblowers from retaliation, and thereby seemingly encourage these whistleblowers to disclose information on agency wrongdoing. These measures are the Intelligence Community Whistleblower Protection Act of 1998 (ICWPA), Presidential Policy Directive 19 (PPD-19), and Title VI of the Intelligence Authorization Act of 2014 (Title VI). Each of these measures details what disclosures fall within the scope of its protections, which generally include certain disclosures through government channels (e.g., disclosures to agency inspectors general or congressional intelligence committees). None of these measures protect against retaliation or potential criminal liability arising from disclosures to media sources. The ICWPA applies to both IC employees and contractors, whereas PPD-19 and Title VI appear to apply only to IC employees.
The ICWPA is the oldest of the three intelligence whistleblower protections and, of the three, provides the least amount of protection to those falling within its scope. The ICWPA does not explicitly prohibit retaliation against IC whistleblowers. Rather, it outlines procedures through which whistleblowers can disclose to the congressional intelligence committees information on "urgent concerns," such as violations of law or false statements to Congress. The ICWPA further contains no explicit mechanism for obtaining a remedy for retaliation stemming from disclosure of an urgent concern to Congress. It merely allows an IC whistleblower who has faced an adverse personnel action because he disclosed an urgent concern to the congressional intelligence committees to then use the ICWPA's disclosure procedures to inform the committees of the retaliation.
PPD-19, unlike the ICWPA, expressly prohibits an IC employee from taking an adverse personnel action or security clearance determination against another employee because of a protected disclosure. It additionally requires intelligence agencies to develop procedures for internally investigating, through agency Inspectors General, allegations of impermissible retaliation. After finding that impermissible retaliation has occurred, Inspectors General can recommend that agency heads take corrective action. When an employee has exhausted the internal review procedures that must be established under PPD-19, he can appeal to the Director of National Intelligence, who then has the discretion to convene a review panel. If it finds that improper retaliation occurred, the review panel can recommend that the agency head take remedial action.
Title VI seemingly codifies, and expands upon, some of the protections of PPD-19. Its protections, and modes of enforcement, differ depending on the type of retaliation alleged. More specifically, Title VI's protected disclosures and enforcement methods in the context of allegations of adverse personnel action are distinct from its protected disclosures and enforcement methods for allegations of adverse security clearance or information access determinations.