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1.1.2 Non-Retaliation Policy

Stanford Quad and Memorial Church
Last updated on:
05/12/2022

Stanford University is committed to providing a place of work where individuals can raise workplace concerns regarding possible violations of University policy or local, state, or federal law without fear of retaliation. Individuals who take retaliatory actions will be subject to corrective action, up to and including separation from the University.

Authority: 

This Guide Memo was approved by the President. 

Applicability: 

This policy applies to all faculty, staff and others who participate in Stanford programs and activities including Stanford affiliates providing services to Stanford such as mentors and volunteers, and other third parties, such as contractors and vendors. Its application includes Stanford programs and activities both on and off-campus, including overseas programs. Stanford has a non-retaliation policy that has broader applicability, including for students; please see Guide Memo 1.1.1: University Code of Conduct, Section 10.e.

1. Policy Statement

Stanford University prohibits retaliation against an individual who in good faith submits a complaint, a report, an inquiry, or provides information about concerns or suspected violations of University policies or local, State, or Federal laws and regulations.

Retaliation is any adverse action taken in response to an individual’s good-faith report or participation in a proceeding related to this policy that materially affects the individual's standing or terms and conditions of employment. Retaliation can be direct such as changing an individual’s work location, work assignments, pay or schedule, or it can be indirect such as intimidating, threatening, or harassing an individual who has raised a claim or participated as a witness in an investigation.

Individuals who take retaliatory actions will be subject to corrective action, up to and including termination. False accusations made with the intent of harming or retaliating against another person may subject the accuser to disciplinary action. 

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2. Reporting and Resources

(a) Reports of retaliation should be made orally or in writing and as soon as possible. The earlier the report, the easier it is to investigate and take appropriate remedial action.

(b) Staff who believe they have been retaliated against in violation of this policy should report their complaint to University Human Resources, Employee & Labor Relations, at stanfordelr@stanford.edu or 650-721-4272.

They may also direct their complaint to any of the following:

  • their supervisor,
  • their local Human Resources office.

Any individual or office who receives a concern about retaliation relating to staff should report the concern to University Human Resources, Employee & Labor Relations, for follow-up as appropriate.

(c) Faculty who believe they have been retaliated against in violation of this policy should report their concerns to the applicable Dean’s Office.

(d) Other Resources

Other resources are also available to faculty and staff to report or discuss their concerns.

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