What constitutes an improper personnel action based on whistleblowing activities?
State or community college employees may not directly or indirectly use or attempt to use their official authority or influence for purposes of intimidating, threatening, coercing, commanding, or attempting to intimidate, threaten, coerce, or command any person who makes a protected disclosure under the WPA or the RCCEIGAA. Consequently, it is a prohibited personnel practice for an agency to subject any state or community college employee or applicant for state or community college employment to an improper personnel action if the action is threatened, proposed, or taken because of whistleblowing activities. State or community college employees who engage in retaliation for protected whistleblowing activity may be subject to disciplinary action as well as civil liability. Examples of improper personnel actions based on whistleblowing activities include, but are not limited to, disciplinary actions, involuntary transfers, refusals to promote, denial of merit salary increases, and reassi
