Retaliation Policy

Auburn University and the Alabama Agricultural Experiment Station will not tolerate retaliation against employees. Various Federal Laws such as Title VII of the Civil Rights Act of 1964, the Age Discrimination Act, the Americans with Disabilities Act and the Equal Pay Act all prohibit an employer from retaliating against an employee engaged in a protected activity. A protected activity is defined as:

Opposing an unlawful practice, prohibited by Employment Discrimination Laws; Participation in any investigation, proceeding or hearing of an Equal Employment Opportunity Charge/Grievance

Retaliation includes but may not be limited to:

Refusal to hire or promote, threats or reprimands, negative performance or job evaluations, harassment, adverse treatment or impact, limiting or suspending access to internal complaint or grievance process, and giving a negative job reference

Any act of retaliation by a supervisor and/or co-worker may result in serious adverse disciplinary action to include termination. Any staff member may file a complaint with a University EEO Counselor if he/she feels they have experienced retaliation in any form.

Dean/Director Signature
Dean and Director