Volume: Office of the Provost
Responsible Office: Office of Affirmative Action/Equal Employment Opportunity
Originally Issued: August 2009
Revised: August 2009
This document provides guidance and procedures to implement Georgia Health Sciences University’s (GHSU) Non-Retaliation Policy in context with GHSU policies that prohibit discrimination on the basis of age, color, disability, gender, national origin, race/ethnicity/religion, sexual orientation and veteran status.
Reason For Policy
An employer may not fire, demote, harass or otherwise “retaliate” against an individual for filing a charge of discrimination, participating in a discrimination proceeding, or otherwise opposing discrimination. The purpose of this policy is to comply with University System of Georgia (USG) requirements as well as all applicable state and federal laws that prohibit retaliation.
Entities Affected By This Policy
All members of Georgia Health Sciences University are covered by this policy.
Who Should Read This Policy
All members of Georgia Health Sciences University should be aware of this policy.
Names university offices that can answer specific questions or approve exceptions.
|Contact||Title or Office||Phone|
|Sol Walker||Director, AA/EEO||(706) email@example.com|
Printable Version of This Policy
Protected Activity – Protected Activity occurs when one alleges discrimination, files a complaint, or participates in a discrimination investigation.
Protected Categories – Protected Categories are as follows:
Disability (per sections 503 & 504 of Rehabilitation Act of 1973 and Americans with Disabilities Act)
Vietnam Era Veterans
Retaliation – 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) and conditions (e.g., harassment and undesirable working environments).
Good Faith – Good Faith means that discriminatory allegation or complaint was made with a belief in the truth of the claim which a reasonable person in the complainant’s position could hold based upon the facts. A disclosure is not in good faith if made with reckless disregard for or willful ignorance of facts that would disprove the claim.
GHSU prohibits retaliation against individuals who raise concerns of perceived discrimination or harassment or who participate in the investigation of any claim of discrimination or harassment. Retaliation is an adverse action taken against an individual because that individual has made a good faith allegation of discrimination or harassment or has participated in the investigation of a claim of discrimination or harassment.
It is a violation of GHSU policy for any member of the GHSU Community to retaliate against any other member of the GHSU Community for:
- raising a discrimination or harassment allegation;
- filing a discrimination or harassment complaint; or
- participating in a proceeding to determine if discrimination or harassment has occurred.
The conduct described above must be because the victim of retaliation was exercising rights associated GHSU’s policies that prohibit discrimination and harassment. Encouraging others to retaliate also violates this policy.
The responsibilities each party has in connection with the Non-Retaliation Policy are:
|Director, AA/EEO||Policy implementation|
|Office of Legal Affairs||Legal interpretation of policy|
|All GHSU Employees||Adhering to the Administrative Policies of GHSU|