Protection from Retaliation. Where a complaint is held to be justified, a reasonable effort will be made to protect the complainant from any retaliation. Retaliation is any inappropriate action taken against an individual who has made a complaint or cooperated in an investigation or a complaint.
Protection from Retaliation. The District will investigate and respond to incidents of retaliation for filing a complaint or participating in an investigation using the same process it uses for racial harassment. The District will make every effort to protect students and staff who experience retaliation in response to filing a complaint or participating in an investigation related to an incident of racial harassment.
Protection from Retaliation. Retaliation for an employee's use of WPSL for authorized purposes is prohibited.
Protection from Retaliation. (a) It shall be unlawful for the Contractor or Subcontractor on a School District public works project to discharge, threaten or otherwise retaliate or discriminate against an employee regarding compensation or other terms or conditions of employment because the employee:
(1) Participates in an investigation, hearing or inquiry held by the Secretary or any other governmental authority under the Public Works Employment Verification Act; or
(2) Reports or makes a complaint regarding the violation of the Public Works Employment Verification Act to the Contractor or Subcontractor or to any governmental authority.
(b) An employee who suffers retaliation or discrimination in violation of the Public Works Employment Verification Act may bring an action in a court of common pleas in accordance with established civil procedures of the Commonwealth. The action must be brought within 180 days from the date the employee knew of the retaliation or discrimination.
Protection from Retaliation. The Employer will not permit retaliation against anyone who in good faith (a) reports harassment, discrimination or retaliation; (b) opposes harassment, discrimination orretaliation; or (c) participates in an investigation. If the Employer determines that an employee has engaged in retaliation in violation of this policy, the employee will be subject to discipline, up to and including discharge.
Protection from Retaliation. Supervisors may not take disciplinary action against an employee who, in good faith, reports a violation of any federal or state law or regulation to a governmental body or law enforcement official. Disciplinary action may not be taken against an employee who is requested by a public agency to participate in an investigation, hearing or inquiry as well as an employee who refuses to participate in any activity that the employee, in good faith, believes violates state or federal law.
Protection from Retaliation. Where a complaint is submitted in good faith, a reasonable effort will be made to protect the complainant from any retaliation. Retaliation is any inappropriate action taken against an individual who has made a complaint or cooperated in an investigation or a complaint. A complaint brought which is determined to be malicious or filed in bad faith may cause the Employer to take disciplinary action against the complainant.
Protection from Retaliation. Mount Sinai will not tolerate any form of retaliation against or intimidation of any Postdoctoral Fellow who seeks advice, raises a concern, or reports unprofessional misconduct or mistreatment. Retaliation includes, but is not limited to, threats, intimidation, reprisals, coercion, discrimination, harassment or any adverse action against a Postdoctoral Fellow based on the Postdoctoral Fellow’s attempt to access services, or to file, report or participate in a complaint, report, investigation, compliance review, hearing, or other aspect of the remedial and/or disciplinary process of violations, actual or perceived, consistent with this Agreement, Mount Sinai policies and/or local, state or federal law.
Protection from Retaliation. 3 Nurses may, without threat of retaliation or reprisal, address any concerns that a 4 particular GAI system compromises data privacy or diminishes the quality of 5 patient care through their supervisor and/or pursuant to Patient Event Reporting
Protection from Retaliation. Any employee who believes he or she has been subjected to or affected by a retaliatory conduct for
1) Reporting suspected illegal or improper activity, or
2) For refusing to engage in activity that would result in a violation of law, should report such conduct to the appropriate supervisory personnel (if such supervisory personnel is not the source of or otherwise involved in the retaliatory conduct). Any supervisory employee who receives such a report, or who otherwise is aware of retaliatory conduct, is required to advise the Human Resources Manager of any such report or knowledge of retaliatory conduct. If the employee believes that reporting such conduct to the appropriate supervisor is for any reason inappropriate, unacceptable or will be ineffectual, or if the report to the supervisor has been made and the retaliatory conduct has not ended, the employee should report the incident directly to an Executive Vice President, the President, or the Chair of the Audit Committee of the Board of Trustees. The University will use its best efforts to protect whistleblowers against any form of retaliation. It cannot guarantee confidentiality, however, and there is no such thing as “unofficial” or “off the record” reporting. The University will keep the whistleblower’s identity confidential, unless
1) The person agrees to be identified;
2) Identification is necessary to allow the University or law enforcement officials to investigate or respond effectively to the report;
3) Identification is required by law; or
4) The person accused of illegal or improper activities is entitled to the information as a matter of legal right in disciplinary proceedings.
