Section 2.1: Anti-Harassment
I. Policy Statement
It is ASSP's goal to maintain an environment in which members and other attendees at ASSP-sponsored functions or participants in ASSP-sponsored interactive resources (“Covered Individuals”), are treated with respect and which is free from Harassment, defined as hostile or intimidating behavior based on or related to race, ethnicity, religion, personal beliefs, age, gender, gender identity, sexual orientation, nationality or physical challenges or any other classification protected by law.
II. Prohibited Conduct
All Covered Individuals are prohibited from engaging in Harassment.
No one has the authority to request compliance with hostile or intimidating demands in return for any volunteer opportunity, leadership role, attendance at a meeting or event or any other term or condition of membership
III. Compliance Procedure
Any individual who has a complaint about Harassment by any employee, member or other person connected to the individual’s participation with ASSP should immediately bring the incident to the attention of the President, the chair of the Professional Conduct Committee, the CEO or the manager of human resources. Any request for anonymity or confidentiality may limit ASSP’s ability to take appropriate action.
Complaints by or against ASSP employees will be handled by the CEO and/or manager of human resources. Complaints by and against members will be handled by the Professional Conduct Committee, which will include the CEO and/or manager of human resources in the process if the complaint also involves an employee. Complaints against individuals who are not members or employees of ASSP will be handled by the President or CEO. ASSP may also take immediate action to promote the safety or welfare of Covered Individuals.
IV. No Retaliation
Any individual making a complaint or providing information relative to a complaint will not be retaliated against if the complaint is made in good faith, even if a complaint is determined to be unfounded. Retaliation may result in disciplinary action.
Bad-faith or false accusations of harassment may result in disciplinary action.
Approved By | Date: Board of Directors | 1/2023
Replaces Edition Dated: 12/2022
Next Revision Due: 1/2026