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Bio-Rad iCode Introduction.mp4
No Retaliation
Bio-Rad does not tolerate any form of retaliation for reporting concerns in good faith.
We expect everyone to get involved and speak up upon seeing or suspecting a violation of our Code, our policies, or the law. Bio-Rad protects those who do so by not tolerating any form of retaliation when a member of our workforce reports a concern in good faith or participates in an investigation.
If you experience retaliation, or you are aware of someone else being subject to retaliation, you should speak up and report your concerns to the Human Resource Department immediately.
Anyone engaging in retaliation against a Bio-Rad employee who makes a good faith report or participates in an investigation may face discipline.
Expectations
- We understand that Bio-Rad does not tolerate retaliation against those who make good faith reports.
- We understand both “soft” and “hard” retaliation and refuse to participate in either type.
- We acknowledge that those who engage in retaliation may face discipline, up to and including termination.
- We make a report if we see retaliation against those who make good faith reports.
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Key Terms
A report that is made honestly and sincerely, based on the facts as the reporter understands them.
Using punishment to train and correct violations of rules.
Examples can include lack of support; loss of responsibilities; loss of status; loss of overtime allocations/opportunities; being left out, shunned, cut off, or subject to the “silent treatment”; avoidance; and undesirable assignments.
A formal process to learn the facts about a situation or issue, a formal inquiry, study, or examination. At Bio-Rad, investigations are conducted by qualified personnel using a process that is consistent, fair, and prompt.
Examples can include reduction in pay, bonus, and/or benefits; change in shifts/hours; unwarranted negative evaluation; demotion, bad assignments, or loss of position; dismissal/firing or unfair disciplinary action; and physical harm to property or person, whether actual or perceived.
Where to Get Help
Related Materials
FAQs
A: Our Bio-Rad Integrity Helpline is available to you, if you want to report anonymously or you fear reporting to your local manager or leadership. You can also reach out directly to our Corporate Compliance Department.
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A: Retaliation can appear in many forms and from many sources. Some typical examples include retaliation by colleagues, by a manager, or by the overall organization.
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A: As noted in the Key Terms section, it can help to think of retaliation as falling into two types. Both types are unacceptable and can have serious negative consequences. The two labels sometimes used are “hard” and “soft” retaliation.
Examples of “Hard” retaliation can include:
- Reduction in pay, bonus, and/or benefits
- Change in shifts/hours
- Unwarranted negative evaluation
- Demotion, bad assignments, or loss of position
- Dismissal/firing or unfair disciplinary action
- Physical harm to property or person, whether actual or perceived
Examples of “Soft” retaliation can include:
- Lack of support
- Loss of responsibilities
- Loss of status
- Loss of overtime allocations/opportunities
- Being left out, shunned, cut off, subject to the “silent treatment”
- Avoidance
- Undesirable assignments
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A: It is understandable that you would be concerned. However, it is prohibited to launch reprisals, retribution, threats, or retaliation against a person who has in good faith reported a violation or a suspected violation of law, this Code or other company policies, or against a person who is assisting in good faith in any investigation or process with respect to such a violation.
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