Non-Retaliation Policy

Title: Non-Retaliation Policy
Policy Owner: Office of the President
Applies to: Faculty, Staff, Students, Others
Campus Applicability:  All Campuses
Effective Date: October 22, 2012
For More Information, Contact Office of University Compliance
Contact Information: (860) 486-2530
Official Website:


To define how the University provides for the protection of any person or group within its community from retaliation who, in good faith, participate in investigations or report alleged violations of policies, laws, rules or regulations applicable to the University of Connecticut.

Policy Statement

The University encourages individuals to bring forward information and/or complaints about violations of state or federal law, University policy, rules or regulations.  Retaliation against any individual who, in good faith, reports or who participates in the investigation of alleged violations is strictly forbidden.  This policy does not protect an individual who files a report or provides information as part of an investigation that he or she knows is false, files a bad faith retaliation claim or participates in any illegal conduct.  The University will take appropriate action, up to and including dismissal, against any employee who violates this policy.


Retaliation – Any inappropriate or unsubstantiated action taken or threatened against an employee because the individual has, in good faith, made an allegation concerning the violation of state or federal law, University policy, rule or regulation, or has participated in any manner with an investigation of such allegation.  Such actions adversely affect or threaten to affect the employment rights or other interests of an individual and can take either work or social form.

Examples of work-related retaliation may include, but are not limited to:

  • Unsubstantiated adverse performance evaluations or disciplinary action;
  • Unfounded negative job references;
  • Arbitrary denial of salary increases, promotions or other job benefits; and
  • Unfounded reduced or limited work assignments.

Examples of social retaliation in the workplace may include, but are not limited to:

  • discrimination or harassment from co-workers and/or supervisor;
  • bullying, which involves repeated intimidation or humiliation, derogatory or insulting remarks, or social isolation and which occurs indirectly (e.g., via e-mail) or directly;
  • hostile work environment, described as conduct that is so objectively offensive as to alter the conditions of employment; and
  • physical threats and/or destruction of personal or state property.

Actions also considered retaliatory include any action taken or threatened by an employee that would dissuade a reasonable employee from engaging in activities protected by this policy.

Good Faith Reporting – An individual is considered to have reported in good faith if s/he has brought forward the complaint or participated in providing information during an investigation, based upon a reasonable belief that the information provided is true.

Bad Faith Reporting – An individual shall be considered to have reported in bad faith if s/he has brought forward a complaint or participated in providing information during an investigation, knowing that such information is not true or made without a reasonable belief in the truth of the allegation based upon the facts.

Reporting Process

If an individual believes that he or she has been subjected to retaliation, s/he should either contact the office to which the initial complaint was filed or any of the following University offices:

Storrs and Regional Campuses

  • The Office of University Compliance
    28 Professional Park, Unit 5084
    Storrs, CT  06269-5084
    Telephone: (860) 486-2530
    Reportline: 1-888-685-2637
  • The Office of Institutional Equity (OIE)
    241 Glenbrook Road
    Wood Hall, Unit 4175
    Storrs, CT  06269-4175
    Telephone: (860) 486-2943
    Information on OIE’s Discrimination Complaint Procedures is available at:
  • Office of Faculty & Staff Labor Relations
    9 Walters Avenue, Unit 5075
    Storrs, CT  06269-5075
    Telephone: (860) 486-5684
  • Police Department
    126 North Eagleville Road, Unit 3070
    Storrs, CT  06269-3070
    Telephone: (860) 486-4800
    Emergency: 9-1-1

UConn Health

  • The Office of University Compliance
    University of Connecticut and UConn Health
    263 Farmington Avenue
    Farmington, CT 06030-5329
    Telephone: (860) 486-2530
    Reportline: 1-888-685-2637
  • The Office of Institutional Equity (OIE)
    16 Munson Road
    Farmington, CT 06030-5130
    263 Farmington Avenue
    Farmington, CT 06030-5130
    Telephone: (860) 679-3563 Fax: (860) 679-3805
    Information on OIE’s Discrimination Complaint Procedures is available at
  • Labor Relations at the Department of Human Resources
    263 Farmington Ave. Farmington, CT 06030 – 4035
    Telephone: 860-679-8067
  • Police Department
    263 Farmington Ave. Farmington, CT 06030 – 3925
    Telephone:  860-679-2511

Employees should expect that any of the above offices will direct her/him to the appropriate department for reporting the retaliation.

Resources Available For Assistance

There are resources on campus that can assist employees who are experiencing retaliation.  Individual advocacy through these resources in connection with specific incidents can include information and referrals, accompanying an employee through the hearing process, assistance with navigating other resources as requested and crisis-intervention services.

  • African American Cultural Center – (860) 486-3433
  • Asian American Cultural Center – (860) 486-0830
  • Employee Assistance Program – (860) 679-2877 or 800-852-4392
  • Puerto Rican/Latin American Cultural Center – (860) 486-1135
  • Rainbow Center – (860) 486-5821
  • Women’s Center – (860) 486-4738

Employees who are covered by a collective bargaining contract are also encouraged to contact their union for assistance:

Nothing in this policy shall be deemed to diminish the rights, privileges or remedies of a University (state) employee under other federal or state law or under any collective bargaining agreement or employment contract.