The University policy prohibits taking any retaliatory action for reporting or inquiring about alleged improper or wrongful activity. 


The University will not tolerate any form of retaliation against an employee for making a good faith report of potential university-related legal or policy violations. The terms retaliation and good faith report are defined below:

● Retaliation: an adverse employment action against an individual because of the individual's good faith report. This includes, but is not limited to: threats of retaliation, discharge, discrimination in compensation, or discrimination in conditions of employment that are as a result of the disclosure of such information.

● Good Faith Report: a report made with an honest and reasonable belief that a
university-related violation of law or policy or other instance of non-compliance or related misconduct may have occurred.

No employee shall be adversely affected because they refused to carry out a directive which constitutes fraud or is a violation of local, state, federal or other applicable laws and regulations. Any attempted or actual retaliatory action covered under this Policy will be subject to disciplinary action, up to and including termination.

The University will review all complaints of retaliation.


University employees are required to report in good faith and in a timely manner all information regarding alleged improper or wrongful activity that may constitute, but is not limited to:

● Noncompliance with University policies/procedures
● Discrimination or harassment
● Fraud
● Unethical or unprofessional business conduct
● Academic, scientific or research misconduct
● Circumstances of substantial, specific or imminent danger to an employee or
the public's health and/or safety
● Violations of local, state or federal laws and regulations, or
● Illegal or improper practices or policies

Employees are required to report evidence of alleged improper activity as described
above by contacting:

● immediate supervisor or senior manager
● The Office of Human Resources, or
● Brown's Ethics and Compliance Reporting System (EARS) at:

Any instances of alleged retaliation should be reported in the same manner. All reports will be handled promptly and discreetly.

Related Documents/Information/References

20.061 General Conditions of Employment

20.088 Fiscal Misconduct
(EARS) at:

20.072 Staff Discrimination, Harassment and Sexual Harassment

Employee Rights and Responsibilities

R.I. Gen. Laws §§ 28-50-1, et seq. entitled "Rhode Island Whistleblowers' Protection Act"

Originally Issued: May 2, 2013

Contact: Office of Staff Diversity and University EEO/AA, 401-863-1787