If the actions listed in a-i are taken or are threatened within two years of the date an employee disclosed information to the employer which merited further investigation, the act is presumed to be retaliatory. If an action listed in j-1 is taken or threatened within one year of the date an employee disclosed information to the employer which merited further investigation, the act is presumed to be retaliatory. Exceptions UW -Madison can take appropriate disciplinary action against an employee who knowingly makes an untrue statement or discloses information that is expressly prohibited from disclosure by state or federal law, rule or regulation. The supervisor forwards initial complaint immediately to department chairperson, dean or director. The department chairperson, dean or director investigates or assigns someone to investigate.
Investigator keeps employee's name confidential .
May not be the person involved in allegations of wrongdoing. Take action in consultation with Provost if investigator finds that wrong- doing occurred. The Provost's Office will inform the employee in writing whether the investigation found the information true or untrue, and, if true, whether action has been taken. Time Frame Employee must file written complaint within 60 days after threat or alleged retaliatory action occurred or after the employee learned of the retaliatory action or threat, whichever occurred last. The University has the burden of proving by a preponderance of the evidence that the threat or disciplinary action was not retaliatory if the employee disclosed information that warranted further investigation and if alleged retaliatory action was taken as described in I.C.2.