In order to provide a productive and safe work environment and foster the free exchange of ideas, APLU’s commitment to providing a harassment-free work environment extends to the meetings it sponsors and supports. Discrimination and harassment are prohibited in any APLU activity. This commitment applies to all participants in all settings and locations in which APLU committee meetings, workshops, and conferences are conducted where employees, volunteers, sponsors, vendors, and/or guests are present.
APLU requires its meeting participants to conduct themselves professionally and treat other participants with respect. APLU will not tolerate any of the following:
Discrimination is prejudicial treatment of individuals or groups of people based on their race, ethnicity, color, religion, national origin, sex, gender, sexual orientation, gender identity or expression, national origin, ancestry, age, religion, disability, citizenship, marital status, genetic information, military or veteran status, or any other characteristic protected by applicable laws that creates an intimidating, hostile, or abusive environment.
Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that creates an intimidating, hostile, or abusive environment.
Other types of harassment include any verbal, physical, or electronic conduct directed at individuals or groups of people because of their race, ethnicity, color, religion, sex, gender, sexual orientation, gender identity or expression, national origin, ancestry, age, disability, citizenship, marital status, genetic information, military or veteran status, or any other characteristic protected by applicable laws, that creates an intimidating, hostile, or abusive environment.
The safety and well-being of participants is paramount to APLU. If an individual experiences or witnesses an incident of discrimination, harassment, or abusive behavior while participating in an APLU-sponsored event, it is recommended that the person immediately notify one of the following:
If it is not possible or desirable to report the incident to one of the above APLU employees or the APLU Director of Human Resources, the complaint should be submitted to any APLU staff member who is present at the meeting. APLU staff members receiving an incident report shall immediately forward the information to one of the persons identified above. It is recommended that the complainant also write down the details of the incident(s).
APLU staff will work to immediately ensure the safety of the affected individual. The individual is not expected to discuss the incident with the offending party. APLU will review any matters brought to its attention and reserves the right to further investigate the matter and/or take further action such as, but not limited to, removing an individual from the APLU-sponsored event without warning or refund, prohibiting attendance at future APLU meetings, notifying the individual’s employer, etc. The confidentiality of the complainant will be maintained to the extent that it does not compromise the rights of others or unless it is required by law or an investigatory process.
Reporting an incident in bad faith, as well as any retaliation against an individual who reports harassment in good faith, will not be tolerated, and APLU reserves the right to take appropriate corrective action.
The information contained in a complaint will be kept confidential as appropriate, and information will be revealed only on a need-to-know basis or as otherwise required by law.
For any questions about this policy, please contact Michelle Szechenyi, Human Resource Director, at firstname.lastname@example.org or (202) 478-6033.