8.0.6 Retaliation

The College strictly prohibits retaliation against any person who in good faith brings forth a Sexual Misconduct Policy violation or retaliation against any person because of their good faith involvement in an investigation or hearing as part of the complaint process. Encouraging others to retaliate also violates this policy.

Retaliation is any materially adverse action, or threat thereof, against an individual because of the individual’s good faith report or complaint of a potential policy violation or his/her good faith participation in an investigation or hearing. Retaliatory acts may include, but are not limited to: adverse changes in employment status or opportunities; adverse academic action; adverse changes to academic, educational and extra-curricular opportunities; harassment; intimidation; acts or comments intended to embarrass the individual; and seeking out or attempting to discover the parties and witnesses involved in a report or complaint process for the purpose of influencing their participation or testimony or taking adverse action against them.

Retaliatory conduct by community members and third-parties is prohibited regardless of whether such conduct occurs on or off campus, in person, or through social media, e-mail, or other form of communication. Retaliatory conduct may lead to additional disciplinary proceedings up to and including termination of employment, at the sole discretion of the College.

Anyone who feels he or she has been retaliated against should report the retaliation to the Director for Human Resources.

Approved May 18, 2015