Common use of No Reprisal Clause in Contracts

No Reprisal. The Employer shall not take reprisal action against an employee for disclosure of information by that employee to a member of the General Assembly, the Legislative Service Agency or the respective caucus staff of the General Assembly, or for disclosure of information which the employee reasonably believes is evidence of a violation of law or rule, mismanagement, a gross abuse of funds, an abuse of authority, or a substantial and specific danger to public health or safety.

No Reprisal. The Employer shall not take reprisal action against an employee for disclosure of information by that employee to a member of the General Assembly, the Legislative Service Agency Bureau, the Legislative Fiscal Bureau or the respective caucus staff of the General Assembly, or for disclosure of information which the employee reasonably believes is evidence of a violation of law or rule, mismanagement, a gross abuse of funds, an abuse of authority, or a substantial and specific danger to public health or safety.

No Reprisal. The Employer shall not take reprisal action against an employee for disclosure of information by that employee to a member of the General Assemblygeneral assembly, the Legislative Service Agency legislative service bureau, the legislative fiscal bureau or the respective caucus staff of the General Assemblygeneral assembly, or for a disclosure of information which the employee reasonably believes is evidence of a violation of law or rule, mismanagement, a gross abuse of funds, an abuse of authority, or a substantial and specific danger to public health or safety. This section does not apply if the disclosure of that information is prohibited by statute or court rule.

No Reprisal. The Employer shall not take reprisal action against an employee for disclosure of information by that employee to a tha member of the General Assembly, the Legislative Service Agency Bureau, the Legislative Fiscal Bureau or the respective caucus r staff of the General Assembly, or for disclosure of information which the employee reasonably believes is evidence of a violation of law or rule, mismanagement, a gross abuse of funds, an abuse of authority, or a substantial and specific substan danger to public health or safety.