Retaliation is engaging in adverse action against a complainant, respondent, or any individual or group of individuals involved in the complaint, investigation, and/or resolution of an allegation of a violation, which affects their employment, academic/student, or business status that is motivated in whole or in part by their participation in the process.
Complainant means an individual who is alleged to be the victim of conduct that could
constitute sexual harassment. Complainants and respondents are referred to collectively as “parties” throughout the policy.
Respondent means an individual who has been reported to be the perpetrator of conduct that could constitute sexual harassment. Complainants and respondents are referred to collectively as “parties” throughout the Policy.
In addition, the University will not tolerate retaliation against persons due to their assertion of their protected civil rights, including filing complaints with federal or state civil rights enforcement agencies, bringing the University’s attention to prohibited activity, or participation in an investigation of such a complaint.
Retaliation is expressly prohibited by University policy and could lead to discipline including possible termination or dismissal.
Retaliation can take many forms, including but not limited to threats, intimidation, pressuring, demotion, and/or continued harassment. Persons who feel that they have been subject to retaliation may file a complaint based on the alleged retaliation in the same manner as for the initial complaint. Conduct that constitutes retaliation may be found regardless of whether or not the underlying complaint is found to have merit.
Any individual who knowingly files a false complaint under this policy, or who knowingly provides false information to, intentionally misleads, or knowingly withholds available requested information from University officials who are investigating a complaint, may be subject to disciplinary and/or corrective action.
The above is only a summary and all interested parties should consult the relevant University policies and procedures for additional information and sources of assistance including the following:
Board of Trustees Policies on Discrimination / Harassment