I. Scope:
This policy applies to all employees except where another university or Commonwealth policy or law sets forth specific non-retaliation provisions and definitions (e.g., University Policies 1201, 1202, and 4007). In such cases, the provisions of the applicable policy or law shall apply.
II. Policy Statement:
George Mason University is committed to an environment of integrity. All employees must act in accordance with applicable Commonwealth and federal laws and regulations, and university policies and standards.
Retaliation is strictly prohibited. Suspected Retaliation should be reported using the channels described below.
III. Definitions:
Good Faith: means having a belief in the truth of one’s allegation, testimony, or evidence that a reasonable person in the individual’s position could have based on the information known to the individual at the time. An individual does not act in Good Faith if they make an allegation or provide testimony or evidence knowing it is false or with reckless disregard for information that shows it is false.
Misconduct: means a violation of laws, regulations, or university policies or standards. Misconduct does not include dissatisfaction with work, conflict or disagreement with colleagues, or disagreement with actions that do not constitute a violation of laws, regulations, or university policies or standards.
Retaliation: means any Adverse Action taken against an individual because they engaged in Protected Activity. For the purposes of this definition:
- Adverse Action: means any action taken against a person that is harmful to the point that it could dissuade a reasonable person from making a report of suspected Misconduct or participating in an investigation or review of an allegation of Misconduct.
- Protected Activity: means reporting in Good Faith suspected Misconduct to any university employee or to any external government entity responsible for enforcing applicable laws or regulations; participating in an investigation or review of such a report (internal or external); or opposing in a reasonable manner Misconduct. Being accused of Misconduct is not Protected Activity.
- Retaliation requires both a “motivating factor” and “but-for” causal link between the Protected Activity and the Adverse Action. To satisfy this requirement it must be shown that (1) the individual engaging in the Protected Activity was a reason the alleged retaliator took the Adverse Action against the individual and (2) the Adverse Action would not have happened if the Protected Activity did not occur. Knowledge of the Protected Activity by the alleged retaliator is a required element of establishing (1) and (2).
IV. Responsibilities:
Employees: Refrain from engaging in Retaliation. Report suspected Retaliation to the Office of Human Resources.
Supervisors: In addition to responsibilities of employees above, supervisors must make employees aware of the prohibition against Retaliation in this policy.
Human Resources: Investigate or review allegations of suspected Retaliation in accordance with applicable procedures for handling suspected workplace violations.
V. Compliance:
Reports of possible Retaliation should be made to Employee and Workforce Relations ([email protected] or tel. 703-993-3878). Questions regarding this policy may be directed to Employee and Workforce Relations or the Office of Institutional Compliance and Ethics ([email protected]). Questions or concerns regarding possible retaliation under University Policy 1201,1202, or 1203 should be directed to the Office of Access, Compliance, and Community. Questions or concerns about possible retaliation under University Policy 4007 should be directed to Office of Research Integrity and Assurance.
Alleged violations of this policy will be investigated by the Office of Human Resources pursuant to the applicable investigation procedures. Violations of this policy are subject to disciplinary action, up to and including termination.
During an investigation or review of report of Retaliation, the university will provide appropriate support to those who report or participate in Good Faith, and may take interim measures, including but not limited to no contact orders, reassignment, changes in work duties, or suspension from the university.
Confidentiality will be maintained to the extent possible by law and the needs of the university to investigate alleged Misconduct.
VI. Timetable for Review:
This policy shall be reviewed every three years.
VII. Amendments:
Amendments will be approved by the Senior Vice President and Chief Operating Officer and the Provost and Executive Vice President.
VIII. Dates:
This policy was approved and became effective on July 14, 2026.
Page created July 15, 2026