GSEM Employee Handbook 2022-2023

Examples of prohibited retaliatory action include but are not limited to: (1) disciplining, changing the work assignment of, providing inaccurate work information to, or refusing to cooperate or discuss work-related matters with any employee because that employee has registered a complaint, or (2) falsely denying, lying about or otherwise covering up or attempting to cover up conduct such as that described above, or intentionally pressuring another employee to do the same. Examples of concerns or complaints include but are not limited to: (1) safety concerns (e.g., OSHA complaints), (2) harassment or discrimination complaints, (3) cooperation in a harassment or discrimination investigation, (4) utilization of employee concern or counseling procedures, or (5) any provision of the Fair Labor Standards Act (“FLSA”) including overtime pay as regulated by the Department of Labor. Any employee who acts contrary to this policy is subject to disciplinary action up to and including termination. Any implication or threat of retaliation because an employee has voiced in good faith a complaint or concern will be brought to the immediate attention of the Chief Human Resources Officer or the Chief Executive Officer.

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