; (ii) make another workplace adjustment that would have the effect of reducing interactions between the covered employee and any person alleged to have committed the violation described in subparagraph (B); or (iii) grant a paid leave of absence. (D) Ensuring no retaliation An employing office may not grant a covered employee’s request under this subsection in a manner which would constitute retaliation in violation of any provision of law, including any provision of title 5, United States Code. (E) No impact on annual or personal leave In granting leave for a paid leave of absence under this section, an employing office shall not require the covered employee to substitute, for that leave, any of the accrued paid annual leave of the covered employee. (F) Use of duty hours An employee may use up to 16 hours of duty hours to prepare for the investigation and resolution of the applicable complaint. (2) Exception for arrangements subject to collective bargaining agreements Paragraph (1) does not apply to the extent that it is inconsistent with the terms and conditions of any collective bargaining agreement which is in effect with respect to an employing office. (3) Protections A request under paragraph (1) may not be granted or carried out in a retaliatory manner, including retaliation for whistleblowing in violation of the provisions of title 5, United States Code, or any other provision of law. (d) Exit interviews Departing employees may request the opportunity to be interviewed in person with Global Talent Management or its designee to discuss the circumstances of their departure and should be asked specifically about the prevalence of and incidents of harassment, discrimination, sexual assault, and related retaliation. 6. Provision of climate surveys (a) Definitions In this section— (1) the term bureaus and offices of the Department of State includes the Foreign Service (as that term is defined in section 102 of the Foreign Service Act of 1980 ( 22 U.S.C. 3902 ))