{"id":2960,"date":"2026-02-03T08:26:09","date_gmt":"2026-02-03T14:26:09","guid":{"rendered":"https:\/\/uwm.edu\/policy\/?post_type=library&p=2960"},"modified":"2026-02-03T08:26:09","modified_gmt":"2026-02-03T14:26:09","slug":"freedom-from-reprisal","status":"publish","type":"library","link":"https:\/\/uwm.edu\/policy\/library\/grievance\/freedom-from-reprisal\/","title":{"rendered":"112.03 – Freedom from Reprisal"},"content":{"rendered":"\n
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Academic staff members, and their agent, using the grievance procedure are guaranteed freedom from reprisal. Any action taken by the supervisor intended to harass the employee shall be considered a reprisal. Normal administrative prerogatives and procedures such as reassignment of duties or employee evaluation are not forms of reprisal unless intent of harassment can be substantiated by the academic staff member. An academic staff member who believes that reprisal is being threatened or effected may bring a statement of facts to the chairperson of the Academic Staff Hearing and Appeals Committee who will designate a committee member to investigate the situation within 10 working days, and to report the findings with a recommendation to the Chancellor. The Chancellor will act upon this recommendation within 10 working days of receipt.\u00a0<\/p>\n<\/div>\n\n\n\n