No Reprisal. There shall be no reprisal against a unit member for filing a grievance or assisting a grievant in the above procedure.
No Reprisal. There will be no reprisals of any kind taken against a bargaining unit member by reason of his/her membership in the Association or participation in any of its activities.
No Reprisal. Upon return to duty, the President shall not suffer reprisal for his/her Association activities.
No Reprisal. There will be no reprisal of any kind taken against any unit member for reasons of his/her membership in the Association, participation in any of its activities, or for exercising his/her rights under this agreement.
No Reprisal. An employee who participates in these disciplinary procedures shall not be subjected to reprisal, interference, or coercion as a result of such participation.
No Reprisal. When the procedures provided for in this Article have been followed, no employee shall be subject to restraint, interference, coercion, discrimination, or reprisal for filing a report of an unsafe or unhealthy working condition or for participation in occupational safety and health program activities provided in this Article.
No Reprisal. 1. No reprisal shall be taken by or against any participant involved in the processing of a grievance.
No Reprisal. No reprisals of any kind shall be taken against any party or any member of the bargaining unit for having utilized his/her rights under this grievance procedure. Similarly, no member of the bargaining unit shall be subjected to any harassment or discipline on account of testimony offered during the course of any stage of the grievance procedure.
No Reprisal. No reprisal of any kind shall be taken by or against any participant in the grievance procedure by reason of such participation.
No Reprisal. The Employer shall not take reprisal action against an employee for disclosure of information by that employee to a member of the General Assembly, the Legislative Service Agency or the respective caucus staff of the General Assembly, or for disclosure of information which the employee reasonably believes is evidence of a violation of law or rule, mismanagement, a gross abuse of funds, an abuse of authority, or a substantial and specific danger to public health or safety.
