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Due to maintenance, the online retaliation complaint system will be unavailable from Friday, May 29 at 5:00 p.m. Pacific Time, to Monday, June 1 at 8:00 a.m. Pacific Time. If the system is not available, please try again later.
Participating in a complaint process is protected from retaliation under all circumstances. Other acts to oppose discrimination are protected as long as the employee was acting on a reasonable belief that something in the workplace may violate EEO laws, even if he or she did not use legal terminology to describe it.
Oregon State University is committed to creating and maintaining an equitable and inclusive working and learning environment. All individuals who are participating in university programs and activities, and all those who apply to participate in university programs and activities, have the right to do so fully, free from prohibited retaliation.
EOA documents any reports made to EOA that involve potential unlawful retaliation. Individuals are encouraged to promptly report concerns to EOA or to otherwise document any incidents involving conduct that may constitute retaliation.
The ability of individuals to oppose discriminatory practices, and to participate in OCR investigations and other proceedings, is critical to ensuring equal educational opportunity in accordance with Federal civil rights laws. Discriminatory practices are often only raised and remedied when students, parents, teachers, coaches, and others can report such practices to school administrators without the fear of retaliation. Individuals should be commended when they raise concerns about compliance with the Federal civil rights laws, not punished for doing so.
If OCR finds that a recipient engaged in retaliation and the recipient refuses to voluntarily resolve the identified area(s) of noncompliance or fails to live up to its commitments in a resolution agreement, OCR will take appropriate enforcement action. The enforcement actions available to OCR include initiating administrative proceedings to suspend, terminate, or refuse to grant or continue financial assistance made available through the Department to the recipient; or referring the case to the U.S. Department of Justice for judicial proceedings.5
OCR is available to provide technical assistance to entities that request assistance in complying with the prohibition against retaliation or any other aspect of the civil rights laws OCR enforces. Please visit to contact the OCR regional office that serves your state or territory.
Typically, any change that comes from asserting your rights, that adversely impacts your employment, and would deter someone in a similar situation from asserting their rights would be considered retaliation.
However, that is not always the case and your employer may not be able to express any legitimate reason for the negative change. It may require your employer hearing from the Department of Labor & Workforce Development directly to end the retaliation being taken against you. If you would like to speak with us about the retaliation you are experiencing, please contact us at 609-292-2305. Although we do not require documentation to talk about your workplace rights, it is always wise to keep documentation about the issues you are experiencing should you need to consult a lawyer.
On the other hand, it could take years for retaliation under the process of formal WTO dispute settlement to unfold. As a result, countries may take other steps to circumvent that process, while at the same time claiming that they are relying on basic WTO rules to guide their retaliation response.
Importantly, China would only suffer $689 million in estimated trade losses and thus only be authorized that much in retaliation. The United States currently imports relatively less steel and aluminum from China because previously imposed antidumping and countervailing duties have already severely limited US imports from China of those products (Bown 2017a).
Canada would be granted the largest retaliation at $3.2 billion, for $2 billion of lost steel exports and $1.2 billion of lost aluminum exports. The European Union would be granted $2.6 billion ($2.4 billion for steel, $0.2 billion for aluminum), followed by South Korea ($1.1 billion), Mexico ($1 billion), Brazil ($965 million) and Russia ($823 million). Others with sizable losses include Japan, Taiwan, Turkey, India, the United Arab Emirates, and Vietnam.
Countries frequently implement WTO retaliation by imposing 100 percent tariffs on a list of imported goods from the defendant that add up to less than the authorized limit. The logic is that the 100 percent tariff may be prohibitive; this would thus eliminate no more than that WTO-authorized limit.
5. This implicitly assumes that the exporter-received price for steel and aluminum will not fall because of the tariffs, a dubious assumption given the size of the United States as an importer and its likely market power. As discussed in Bown and Brewster (2017, 382) what results is retaliation limits that should be treated as the lower bound. If exporter-received prices fall considerably because of the tariffs, authorized retaliation could be even larger.
You can file a complaint with the Bureau of Labor and Industries (BOLI) if you think your employer is discriminating or retaliating against you. Complaints alleging retaliation must be filed within one year of when the retaliation occurs.
Federal, state, and local law protect people who have filed a housing discrimination complaint from retaliation. The person with the authority to rent, sell, or deal with applicants to or residents of a housing accommodation may not take harmful actions against a person who filed a discrimination complaint or served as a witness or assisted with another person's complaint. It is illegal for anyone to threaten, coerce, intimidate, or interfere with anyone exercising a fair housing right or anyone assisting others who exercise that right.
Georgia Tech has a responsibility to protect its employees from unlawful retaliation, and retaliation will not be tolerated at Georgia Tech. Georgia Tech has a strong interest in encouraging the reporting of misconduct and employees must be free from fear of retaliation to support that interest.
Retaliation against any employee, who, in good faith, files a complaint or grievance; seeks the aid of Human Resources; testifies or participates in investigations, compliance reviews, proceedings or hearings; or opposes actual or perceived violations of policy or unlawful acts is strictly forbidden. This policy does not protect an employee who provides information that she or he knows is false, files a bad faith retaliation claim, or participates in any illegal conduct. Georgia Tech will take timely and appropriate action, up to and including dismissal, against any employee who violates this non-retaliation policy.
Georgia Tech takes retaliation very seriously. Reports of retaliation made to the Office of Human Resources, Office of the Provost, or the Georgia Tech Ethics Hotline will be investigated in a thorough and timely manner. Any employee who is found to have retaliated against another employee at Georgia Tech will be subject to appropriate disciplinary action, up to and including dismissal from Georgia Tech. Enforcement of any underlying policy violations by Georgia Tech employees will be referred to and handled through applicable individual policies.
You have a right to complain about treatment that you believe is illegal job discrimination. Your employer cannot punish you, treat you differently or harass you if you report job discrimination or help someone else report job discrimination, even if it turns out the conduct was not illegal. We call this your right to be protected from retaliation.
The Justice Department announced a settlement agreement with the Florida State Courts System to resolve a retaliation investigation and finding under Title VI of the Civil Rights Act of 1964. As part of the settlement, the Florida State Courts will implement anti-retaliation policies and training and pay $160,000 in damages to a former employee who experienced retaliation.
OIE recognizes that individuals may be hesitant to file a report with OIE or to participate in an OIE investigation due to fear of negative consequences from the accused person or others. This fear can be heightened when the power dynamics favor the accused individual over the reporting individual or witness. Both the Sexual Misconduct Policy and Procedures (SMPP) and the Discrimination and Harassment Policy and Procedures (DHPP) strictly prohibit retaliation, using a broad definition to encourage reporting and to deter retaliatory actions:
Retaliation means intimidating, threatening, coercing, harassing, taking adverse employment or educational action against, otherwise discriminating against an individual in any way, and/or interfering with any right or privilege secured by Title IX or its regulations because:
As you can imagine, the development and implementation of a successful Anti-Retaliation Plan requires consultation and coordination with individuals who have insight into the responsibilities and interests of both parties. OIE helps to facilitate the needed collaboration to establish an Anti-Retaliation Plan.
Notably, the implementation of an Anti-Retaliation Plan is not an assumption or determination that the respondent otherwise would have retaliated. Instead, the plan provides assurances to the individual who fears retaliation, while protecting the accused party from allegations of retaliation by removing or distancing them from decisions that could result in such a claim.
If concerns of retaliation are preventing you from filing a report with OIE or from participating in an OIE investigation, please contact OIE to discuss your concerns and a potential Anti-Retaliation Plan to address them.
Stanford University is committed to providing a place of work where individuals can raise workplace concerns regarding possible violations of University policy or local, state, or federal law without fear of retaliation. Individuals who take retaliatory actions will be subject to corrective action, up to and including separation from the University.
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