Non-Retaliation. The Contractor agrees to prohibit retaliation, discharge or otherwise discrimination against any employee or applicant for employment who has inquired about, discussed or disclosed their compensation.
Non-Retaliation. The Company and Union will ensure that there is no coercion, retaliation, intimidation, or harassment directed against any employee who makes a report or serves as a witness on behalf of another employee. If any employee feels that he or she has been retaliated against for making a report or participating in the investigation process, the alleged violation should be reported using the procedures above.
Non-Retaliation. Employees who file a grievance or who participate in a grievance procedure shall be free from harassment or retaliation as a result of filing or participating in a grievance.
Non-Retaliation. Landlord shall not evict the Tenant or arbitrarily increase the rent or decrease the services to which the Tenant has been entitled for any of the following reasons: (a) solely because Tenant or Tenant’s agent has filed a good faith written complaint, or complaints, with the Landlord or with any public agency or agencies against the Landlord; (b) solely because the Tenant or the Tenant’s agent has filed a lawsuit, or lawsuits, against the Landlord; or (c) solely because the Tenant is a member or organizer of any Tenants’ organization. The relief provided under this section is conditioned upon the court having not entered against the Tenant more than three
Non-Retaliation. A hospital may not retaliate against or engage in any form of intimidation for performing any duties or responsibilities in connection with the Joint Staffing Committees, or an employee who notifies the Joint Staffing Committees or the Employer of his or her concerns on nurse staffing.
Non-Retaliation. The State agrees that it shall not retaliate against any person because that person has filed or may file a complaint, provided information or assistance, or participated in any other manner in an investigation or proceeding relating to this Agreement.
Non-Retaliation. There shall be no retaliation against any grievant(s) for utilizing these grievance procedures. The fact that a unit member has filed a grievance or grievances shall not be considered in personnel decisions nor in any recommendations for job placement, nor in decisions of awarding continuous contracts to probationary or Contract members of the bargaining unit.
Non-Retaliation. No professor shall be retaliated against because of any good-faith effort to file a complaint, participate in a grievance, or exercise rights under this agreement or state law. Retaliation is defined as adverse actions taken because an individual has engaged in protected activities. Retaliation negatively impacts significant terms of employment (e.g., salary, demotion, termination, and non-reappointment).
Non-Retaliation. The University Administration and the FHSU-AAUP agree that no coercion, harassment or discrimination shall be directed against Faculty members because of FHSU-AAUP membership or because of their participation in any grievance, complaint, or meet and confer activities, or for the exercise of any other rights granted to public employees under the provisions of the Public Employer Employee Relations Act. It is further agreed that neither party will interfere with, restrain or coerce any Faculty member in the exercise of their right to become or not to become a member of the FHSU-AAUP. Faculty members, however, will remain subject to discipline for inappropriate conduct not otherwise justified by the exercise of their rights as public employees.
Non-Retaliation. No teacher shall be discharged or in any way discriminated against because such teacher has filed a complaint or followed any procedures pursuant to the Minnesota Right-to-Know statute or 14.2.4 of this article.
