Retaliation Based on a Protected Activity

Retaliation is defined as any adverse action taken against a person (including peer-to-peer retaliation among students or among faculty or staff employees) 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 coerce or 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 activity" includes 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, pregnancy or related conditions, or religious observance; opposing a practice believed reasonably and in good faith to be discriminatory or harassing; or otherwise exercising one’s rights under the Comprehensive Policy. Protected activity does not include intentionally making a materially false statement in bad faith.

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 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.