Policy 1441 - Retaliation
Revision Date: 4/6/2011
Responsible Office: Office of the President
Reference: University of Louisiana System, Policy M-(12), Board Rule Chapter 3, Section XIX
Louisiana Tech University is committed to maintaining an educational and workplace environment free of retaliation. Retaliation is any adverse action taken against an individual as the result of filing a complaint of discrimination or harassment or who may have participated in an investigation of discrimination or harassment. This includes overt or covert acts of reprisal, interference, restraint, penalty, discrimination, intimidation, or harassment against an individual for exercising his/her rights.
In order to establish retaliation, there must be proof that the adverse actions were
taken as a result of protected activities. Such evidence is any written or verbal
statement by a university official that he/she took actions against an individual
for engaging in protected activity.
Violations can also be established if there is circumstantial evidence of retaliation or if the entity fails to prove evidence of a legitimate and non retaliatory reason for the action.
If you are subjected to any form of retaliation or if you become aware of any conduct that may constitute retaliation, you have an obligation to report such action to an appropriate University official (e.g., immediate supervisor, director, dean, appropriate vice president, president, Title IX Coordinator). That person will cause an immediate investigation into the allegation.
If it is determined that retaliation has taken place, appropriate action will be taken. Appropriate corrective action can include but is not limited to: oral or written reprimand, probation, suspension, reassignment of duties, demotion, termination, counseling or any combination of the above.