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Approved by the Board of Directors March 2014
NPMA is committed to providing an environment that is free from all forms of discrimination and conduct that can be considered harassing, coercive, or disruptive, including sexual harassment. Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal, visual or physical conduct of a sexual nature. In addition harassment based on sex (gender), race, color, religion, national origin, age, disability or veteran status is forbidden.
In the course of carrying out their duties for NPMA, no director has been given any authority by the organization to require any employee, vendor, member or supplier to enter into any type of sexual relationship, to demean any individual because of gender/sex, or to require any such person to listen to or participate in sexual discussions (including sexual jokes) which are unwelcome or offensive to such individual.
Likewise, no director has been given any authority to require any employee, vendor, member or supplier to adopt any particular religious views, to demean any individual because of their religious views, or to require any such person listen to or participate in religious discussions which are unwelcome or offensive to that individual. Furthermore, no director has been given any authority to demean any employee, member, vendor, or supplier because of their race or ethnic background or the existence of any disability, or to require any such individual to listen to offensive or unwelcome jokes or remarks based upon race, ethnicity or disability.
Under the law, this type of rude behavior is also likely to be considered to be unlawful "harassment" if the initiator knew that the conduct would be unwelcome or offensive (or the conduct was of the type which most reasonable people would have realized would be offensive under the circumstances). If an employee, is offended, the offender should be informed that his or her conduct is upsetting; and be given a chance to correct the problem. However, common sense should prevail, and cases of serious misbehavior should be brought immediately to the attention of management (as should situations where offensive behavior continues, even after objection has been registered) so that an investigation can be conducted.
Any director who is determined, after an investigation, to have engaged in sexual harassment shall be subject to disciplinary action, including removal from the Board where warranted.
The Board of Directors recognizes that the Employee Manual shall include an Anti-Harrassment Policy for staff.