All Policies › Administration & Operations › Non-Retaliation
Non-Retaliation
Responsible Office
University President
Policy Owner
Vice President for Strategic Operations & Human Resources
Policy Contact
Vice President for Strategic Operations & Human Resources
Issued
2019-11-07
Last Revised
2026-10-01
On this page: Policy Statement · Reason for Policy · Policy Scope · Procedures · Frequently Asked Questions · Forms · Appendices · Additional Contacts · Definitions · Responsibilities · Related Information · History
Policy Statement
The university prohibits any form of retaliation against any individual because of the individual’s good faith participation in reporting or otherwise expressing opposition to, suspected or alleged misconduct, or participating in any process designed to review or investigate suspected or alleged misconduct or noncompliance with applicable policies, rules, and laws. No employee will be adversely affected because they refused to carry out a directive which constitutes fraud or is a violation of local, state, federal or other applicable laws and regulations.
Reporting Instances of Retaliation
Individuals who believe that retaliation is occurring or has occurred, as a result of their good faith participation, must report those acts to the Office of Human Resources or to the appropriate university administrator to which the complainant feels most comfortable reporting.
Investigation
The university will make every reasonable effort to stop retaliation immediately, to conduct a complete and thorough investigation of alleged acts of retaliation in a timely manner, and to sanction the perpetrators of retaliation as appropriate.
Sanctions
Following an appropriate investigation and subject to the procedures which are part of the policies governing the relevant type of appointment at the university, the faculty, student, or staff member may be subject to sanctions, including reprimand, probation, suspension, demotion, reassignment, termination, expulsion, no-contact directive, or building prohibition directive.
Intentionally False Reports/Information
Individuals who, knowingly or intentionally, file a false report or provide false or misleading information in connection with an investigation may be subject to disciplinary action up to and including termination of employment or expulsion.
Reason for Policy
To define how the university protects any person or group within its community from retaliation for, in good faith, participating in investigations or reporting alleged violations of policies, laws, rules, or regulations applicable to the university.
Policy Scope
This policy applies to all university students and to all Regents, officers, faculty, administrators, staff members, employees, vendors and guests, on and off campus. This policy does not abridge or supersede an individual’s rights and remedies under the law.
Procedures
There are no procedures associated with this policy.
Frequently Asked Questions
Q: What counts as retaliation?
A: Any adverse action that might discourage a reasonable person from reporting misconduct, opposing misconduct, or taking part in an investigation. Examples include firing, demotion, refusing a promotion, impeding academic progress, threats, or marginalizing someone.
Q: Who does this policy protect?
A: Anyone who, in good faith, reports or opposes suspected misconduct, helps someone else report, or participates in an investigation or proceeding.
Q: What does good faith mean?
A: Reporting or participating based on a reasonable, honest belief that misconduct occurred. A report can count as good faith even if an investigation does not confirm the misconduct.
Q: Can I refuse an instruction that I believe breaks the law?
A: Yes. No employee will face adverse action for refusing a directive that constitutes fraud or violates local, state, or federal law.
Q: How do I report retaliation?
A: Report it to the Office of Human Resources or to the university administrator you feel most comfortable contacting, such as a supervisor, department head, vice president, or the president.
Q: What happens after I report?
A: The university works to stop the retaliation right away, investigates promptly and thoroughly, and sanctions anyone found responsible.
Q: What if someone files a false report?
A: Anyone who knowingly files a false report or gives false information in an investigation may face discipline up to and including termination or expulsion.
Q: Who do I contact about retaliation related to sexual misconduct or Title IX?
A: Contact the Title IX Coordinator at 612.343.4412 or titleix@northcentral.edu. For all other retaliation concerns, contact the Office of Human Resources at hr@northcentral.edu.
Forms
There are no forms associated with this policy.
Appendices
There are no appendices associated with this policy.
Additional Contacts
| Subject | Contact | Phone | |
|---|---|---|---|
| Primary Contact | Office of Human Resources | 612.343.4412 | hr@northcentral.edu |
| Retaliation claims related to sexual misconduct or Title IX processes | Office of Human Resources | 612.343.4412 | titleix@northcentral.edu |
| All other claims of retaliation | Office of Human Resources | 612.343.4412 | hr@northcentral.edu |
Definitions
Adverse Action
Any action that might deter a reasonable person from engaging in reporting suspected or alleged misconduct, expressing opposition to alleged misconduct, participating in an investigation related to a misconduct allegation, or accessing Office of Human Resources services. Examples of adverse action include, but are not limited to: impeding the individual’s academic advancement; departing from any customary academic or employment practice regarding the individual; firing, refusing to hire, or refusing to promote the individual; transferring or assigning the individual to a lesser position in terms of wages, hours, job classification, job security, employment or academic status; and threatening or marginalizing an individual. In some situations, retaliatory conduct may also include inappropriate disclosure of the identity of the individual who has made a complaint protected by this policy.
Appropriate University Administrator (for reporting)
- Supervisor
- Manager
- Department head
- Vice president
- President
- Chair of the Board of Regents
- Vice President for Strategic Operations & Human Resources
Good Faith Participation
Reporting, or otherwise expressing opposition to, misconduct based on a reasonable belief that misconduct has occurred. Or, honestly participating in an investigation of misconduct or accessing conflict resolution services.
Investigator
Individual(s) designated to investigate a report of retaliatory action. Usually, the Vice President for Strategic Operations & Human Resources.
Misconduct
A violation of university policy; a violation of applicable state and federal laws; or the use of university property, resources, or authority for personal gain or other non-university-related purpose except as provided under university policy.
Protected Activities
Protected activities include (i) reporting (whether internally or externally) or inquiring, in good faith, about suspected wrongful or unlawful activity; (ii) assisting others in making such a report; or (iii) participating in an investigation or proceeding related to suspected wrongful or unlawful activity.
Retaliation
Adverse action against an individual because the individual has made a protected disclosure or has participated in an investigation, proceeding or hearing involving a protected disclosure.
Protected Disclosure
Communication about actual or suspected misconduct engaged in by a university employee, student, volunteer, agent, or contractor (who is not also the disclosing individual) based on good faith and reasonable belief that the conduct has both occurred and is wrongful under applicable law and/or university policy.
University Community Member
All university Regents, officers, faculty, administrators, staff members, employees, vendors, and guests, or anyone who could be reasonably assumed to be representing or acting on behalf of the university, on and off-campus.
Responsibilities
University Community Members
- Report good faith concerns about retaliation.
- Be truthful and cooperative in investigations of alleged retaliation.
Office of Human Resources
- Receive alleged reports of retaliation.
- Investigate concerns of retaliation.
- Communicate information regarding concerns received to proper administrators.
- Coordinate investigations into retaliation, as appropriate.
University Administrators
- Follow university requirements for handling reported concerns of retaliation.
- Cooperate or participate in investigation as appropriate.
Related Information
Related Policies & Procedures
- Community Life Standards
- Nepotism and Personal Relationships
- Sexual Misconduct (Title IX)
- Whistleblower Protection
Related Legislation
History
Amended
2026-10-01 – Non-substantive updates (e.g., titles, contacts, citations, link corrections, and copy errors) and added frequently asked questions.
Issued
2019-11-07