From the Fairfield University Employee Handbook:

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The University Does Not Tolerate Retaliation 

The University will not tolerate retaliation of any kind because an employee in good faith raises a question or concern about a violation or suspected violation of our Code, our policies, or the laws and regulations under which we do business, or because the employee participates in or cooperates with an investigation of such concerns. 

Retaliation is any conduct that would reasonably dissuade an employee from raising, reporting, or communicating about good faith concerns through our internal reporting channels or with any governmental authority, or from participating in or cooperating with an investigation or legal proceeding raising such concerns. Retaliation may occur through conduct or written or verbal communication and may take many forms, including actual or implied threats, verbal or nonverbal behaviors, changes to the terms or conditions of employment, coercion, bullying, intimidation, or deliberate exclusionary behaviors. 

The following are examples of potential retaliation the University prohibits: 

• Adverse employment action affecting an employee’s salary or compensation; 

• Demotion, suspension, or termination of employment; 

• Taking away opportunities for advancement; 

• Excluding an employee from important meetings; 

• Threatening an employee who has made a report; 

• Directing an employee who has made a report not to report to outside regulators; 

• Deliberately rude or hostile behaviors or speech; and 

• Creating or allowing the creation of a work atmosphere that is hostile toward an employee who has reported a concern. 

 

It is the University’s policy to adhere to all applicable laws protecting our employees against unlawful retaliation or discrimination as a result of their raising good faith 20 

 

questions or concerns. If you become aware of an instance or threat of retaliation, please immediately report it.2 

How to Raise Questions and Concerns 

Employees can submit their good faith questions or concerns about conduct they believe may violate our Code, our policies, or the laws and regulations under which we do business to: 

Their supervisor 

Human Resources 

Senior Director, Equity 

 

When an employee raises a concern, the University will maintain confidentiality to the fullest extent possible, consistent with applicable legal requirements and the need to conduct an adequate investigation or review. We ask that employees provide as much detailed information as possible, including the background and history of the concern; names, dates, and places where possible; and the reasons why the situation is cause for concern. This is especially important for concerns raised anonymously, so that the University may conduct an appropriate review and if necessary, begin an investigation. 

Please note that Fairfield University does not prohibit anyone from electing to report concerns to, file a charge or complaint with, make lawful disclosures to, provide documents or other information to, participate in an investigation or hearing conducted by or communicate with the Equal Employment Opportunity Commission (“EEOC”), National Labor Relations Board (“NLRB”), Securities and Exchange Commission (“SEC”) or any other federal, state or local agency charged with the enforcement of any laws.