ASA values its reputation for integrity. ASA’s policy on conduct requires that its staff, members, volunteers, vendors, and others participating in ASA events and activities shall act in a professional, cordial, honest, and ethical manner in all circumstances. ASA's policy requires that no one participating in ASA operated, sponsored, and/or affiliated events shall neither be discriminated against on the basis of race, color, religion, sex, sexual orientation, national origin, veteran status, gender identity, genetic information, pregnancy, age, marital status, disability, or other legally protected class of persons, nor shall be subject to any other harassment or discriminatory behavior of any kind. Any act of discrimination or harassment is unacceptable and will not be tolerated.
No member, volunteer, attendee, vendor, or ASA staff member should ever be subject to sexual harassment or unsolicited and unwelcome sexual overtures, nor should any member, volunteer, attendee, vendor, or ASA staff member be led to believe that any benefit or favorable outcome will in any way depend upon “cooperation” of a sexual nature.
Sexual harassment is defined generally as including unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature whenever: (1) submission to the conduct is either an explicit or implicit term or condition of employment; (2) an individual's reaction to the conduct is used as a basis for employment decisions affecting that individual; (3) the conduct has the purpose or effect of interfering with the individual's work performance; or (4) the conduct has the purpose or effect of creating an intimidating, hostile, or offensive working environment.
Sexual harassment is not limited to demands for sexual favors. It also may include such actions as: (1) sex-oriented verbal “kidding,” “teasing,” or jokes; (2) repeated offensive sexual flirtations, advances, or propositions; (3) continued or repeated verbal abuse of a sexual nature; (4) graphic or degrading comments about an individual or his or her appearance; (5) the display of sexually suggestive objects or pictures; (6) subtle pressure for sexual activity; and (7) inappropriate physical contact.
Sexual harassment does not refer to occasional compliments of a socially acceptable nature or consensual personal and social relationships without a discriminatory employment effect. It refers to behavior that is not welcome and that is personally unwelcome, intimidating, hostile, or offensive.
No member, volunteer, attendee, vendor or ASA staffer should ever be subject to discrimination on the basis of race, color, religion, sex, sexual orientation, national origin, veteran status, gender identity, genetic information, pregnancy, age, marital status or disability or any other legally protected classes of persons in any of its activities or operations. These activities and operations include, but are not limited to, the hiring and firing staff, the selection of volunteers and the selection of attendees and vendors.
Harassment and discrimination on other grounds, including race, color, religion, sexual orientation, national origin, age, marital status, or disability is also prohibited. Harassment may include such actions as: (1) jokes or verbal “kidding,” or “teasing;” (2) verbal abuse and epithets; (3) degrading comments; (4) the display of offensive objects and pictures; (5) conduct or comments of a lewd or lascivious nature; and (6) other conduct that the individual might reasonably find to be intimidating, hostile, offensive, coercive, threatening, or unprofessional.
This policy prohibiting harassment or discrimination, whether sexual or of another nature, is not limited to relationships between and among volunteers, but also extends to interaction with ASA staff member, attendees, and vendors. No ASA international officer, governor, volunteer, member, attendee, vendor, or ASA staff member shall subject any other member, volunteer, attendee, vendor, or ASA staff member to sexual or other harassment or discrimination of any nature, including that conduct described above. Any forms of harassment or discrimination as described in this policy are reportable immediately to the ASA’s CEO. Any forms of harassment as described in this policy involving the ASA CEO are reportable immediately to ASA’s International President.
ASA will fully investigate all credible complaints and will maintain confidentiality to the extent possible. Anyone who is found to have engaged in harassment or discrimination will be subject to appropriate disciplinary action which may include the following: (1) a written reprimand or censure; (2) a request for resignation; (3) removal of such person from the individual’s volunteer position within ASA; (4) suspension or termination of membership in ASA; (5) termination of the individual’s employment, or engagement by ASA; and/or (6) being banned from participation in current and/or future ASA operated, sponsored, and/or affiliated events. Discipline will be enforced by the CEO, International President, or ASA's Board of Governors as appropriate to the circumstances.
No individual will be retaliated against for making a complaint of harassment or assisting with the investigation of a complaint of harassment.