Retaliation is defined as any adverse action taken against a person because of their participation in a protected activity, as defined below.
“Adverse action” includes but is not limited to: any action that would keep an individual from reporting discrimination, harassment or retaliation; shunning and avoiding an individual who reports discrimination, harassment or retaliation; express or implied threats or intimidation intended to prevent an individual from reporting discrimination, harassment or retaliation; and denying employment benefits because a faculty or staff employee reported discrimination, harassment or retaliation or participated in the reporting and investigation process described in the Comprehensive Policy.
Protected activities include submitting a report or filing a complaint under the Comprehensive Policy under one’s own or another’s behalf; participating in or providing information related to an internal or agency investigation of alleged discrimination, sexual misconduct, or retaliation; exercising one’s right to an accommodation for disability or pregnancy; opposing a practice believed reasonably and in good faith to be discriminatory or harassing; or otherwise exercising one’s rights under the Comprehensive Policy.
Retaliation is a serious violation; acts of alleged retaliation should be reported immediately to the OEC and will be promptly addressed. Supportive measures may also be available to proactively protect individuals who fear that they may be subjected to retaliation for reporting, filing a formal complaint, or otherwise participating in an investigative process under the Comprehensive Policy.
Reports of retaliation that are not governed by the Comprehensive Policy (e.g., retaliation for reporting fraud or other employee misconduct) may be referred elsewhere to be addressed under other applicable University policies and procedures.