This Anti-harassment Policy is designed to summarize the policies of the AscdiNatd (the “Association”) against harassment and to educate employees of the Association (“Employees”) and representatives of members of the Association (“Members”) of their rights and compliance obligations. The Policy applies to all Employees and Members and also applies to all interactions with independent contractors, temporary employees, unpaid interns, and anyone else working with the Association.
The Association seeks to provide a safe, non-intimidating, productive work environment and to comply with all applicable anti-harassment and anti-discrimination laws, rules, orders, and regulations.
The Association prohibits harassment and discrimination of any kind. The Association also prohibits any type or retaliation against anyone for opposing a discriminatory practice, filing a discrimination charge or complaint, providing information in an Association investigation of alleged discrimination, or participating or being a witness in a discrimination lawsuit, hearing, or proceeding.
This anti-harassment policy also prohibits harassment of any kind related to or based on race, color, religion, sex, pregnancy, national origin, age, disability, genetic information, creed, actual or perceived sexual orientation, military status, predisposing genetic characteristics, marital status, domestic violence victim status, criminal arrest, conviction or prosecution status, or an accommodation for a disability or religious practice.
The Association prohibits behavior that is offensive, abusive, threatening, intimidating, or disruptive to others. These behaviors can be verbal or physical and can include, among other things, making derogatory remarks, gestures, or jokes based on race, religion, color, national origin, sex, age, disability, genetic information, military status, or any other classification protected by applicable local, state, or federal laws; acting on stereotypes based on such classifications; displaying or distributing cartoons, posters, or other materials based on such classifications; unwelcome touching, pinching, or other physical contact; and any form of stalking or bullying.
The Association prohibits sexual harassment in compliance with all applicable laws.
The Association prohibits any situation in which offensive sexual conduct or unwelcome sexual advances or requests are linked to or are a condition of employment decisions or efforts to influence employment decisions.
Examples of such “quid pro quo” harassment include a supervisor demanding sex with an Employee in exchange for continued employment or a Member offering to provide positive feedback or threatening to provide negative feedback to management in exchange for sexual favors. These examples are demonstrative and not exhaustive.
The Association also prohibits offensive conduct that is severe or pervasive so as to create a sexually hostile, intimidating, or abusive work environment. Examples of behaviors that contribute to a sexually hostile, intimidating, or abusive work environment include, but are not limited to:
- Sexually offensive or obscene remarks, jokes, advances, or gestures
- Requests for sexualfavors
- Stereotyping based on an individual’s gender or sex
- Unwelcome touching, pinching, or other physical contact
- Displaying or distributing sexually offensive or obscene posters, cartoons, or other materials
- Any form of stalking or bullying
Employees who violate this policy will face disciplinary action, up to and including termination and Members who violate this policy will be subject to disciplinary action up to and including expulsion from the Association.
If you believe that you are aware of a violation of this policy, you should report the violation to one or more of the following individuals:
- Arthur Freierman, Association Counsel, 212-332-1616, email@example.com
- Joseph Marion, President, AscdiNatd, 561-266-8780, firstname.lastname@example.org
- Gail Goldstein, AscdiNatd Office Manager, 561-266-8780, email@example.com
The Association will investigate your complaint and take remedial action, if necessary.
The Association will distribute and implement the policy in accordance with the law.
If you have questions about any provisions of this policy, please contact the Association Counsel for more information.