RETALIATION

The University strictly prohibits any retaliatory adverse action against Employees who have participated in a protected activity, as well as Employees closely associated with an individual engaging in protected activities.

Protected activities may include the following:

• • Filing a complaint;
  • Reporting a claim of harassment or discrimination;
  • Reporting a work-related fatality, injury, or illness; requesting access to records governed by 29 C.F.R. Part 1904; or otherwise exercising any rights afforded by the Occupational Safety and Health Act;
  • Filing a workers’ compensation claim;
  • Participating in investigations or testifying in legal proceedings regarding alleged illegal University activities;
  • Utilizing protected leaves of absence, such as FMLA or pregnancy leave;
  • Reporting violations of securities and fraud law in publicly traded companies;
  • Requesting a reasonable accommodation based upon religion or disability; and
  • Associating with another Employee who is engaged in any of these activities.

Prohibited retaliatory adverse action includes both active and passive retaliation, including, but not limited to: demotion, negative reassignment, separation of employment, reduction in pay, loss of privileges, or exclusion of Employees from meetings, assignments, or decisions they were previously involved in.

If Employees feel that they are being retaliated against, they should immediately contact the President/CEO, VP/COO, Human Resources, or another member of upper management. In addition, if an Employee observes retaliation by another Employee, Supervisor, Manager, or non-Employee, the Employee should report the incident immediately to the President/CEO, VP/COO, or Human Resource.

Any Employee, Supervisor, or Manager who condones or ignores potential violations of this Policy will be subject to appropriate disciplinary action, up to and including immediate separation of employment.