HARASSMENT
It is the policy of the New England Bridge Conference, ACBL District 25 (“District 25”) that all employees have the right to work in an environment free of discrimination, which includes freedom from harassment based on protected status or activity. District 25 is strongly opposed to harassment of employees or members on the basis of race, color, sex, religion, national origin, age, physical or mental disability, sexual orientation, or other status protected by law, or on the basis of protected activity. All employees, including supervisors, and members will be subject to immediate and appropriate corrective action, including discipline up to and including discharge or expulsion, for acts of unlawful harassment.
With respect to sexual harassment, in particular, it is against District 25 policy for any employee or member, male or female, to harass another employee or member by making unwelcome sexual advances or by making favors or other verbal or physical conduct of a sexual nature a condition of any worker’s employment; using a worker’s submission to or rejection of such conduct as the basis for, or as a factor in, any employment decision affecting the individual; or otherwise creating an intimidating, hostile, or offensive working or playing environment by engaging in sexually oriented conduct. Circumstances that may create an intimidating, hostile, or offensive working or playing environment include, but are not limited to: the display of obscene or sexually oriented photographs or drawings; slurs, jokes, profanity, or comments with sexual innuendoes; comments about someone’s physical appearance; unwelcome, persistent, or demanding requests for dates; unwelcome hugging, kissing, or physical touching; constant brushing against another’s body; physical assaults or attempted assaults; and persistent or offensive comments related to an employee’s or member's sexual orientation.
To achieve our goal of providing a workplace playing area free from prohibited discrimination and harassment, the conduct that is described in this policy will not be tolerated, and we have provided a procedure by which inappropriate conduct will be dealt with, if encountered by employees. Employees should use this procedure not only to report prohibited harassment or discriminatory conduct by other employees, but also to report any such conduct by others involved in District 25 activities and events.
Supervisors and Directors are responsible for monitoring behavior that can be construed to be harassment and for initiating necessary action to eliminate such behavior. Any employee or member who feels victimized by harassment is urged to report the harassment immediately to the Director in Charge (DIC), the Tournament Manager, or the District President. Whenever possible, complaints should be made before the harassment is severe or pervasive.
Any complaint we receive will be directed to the District Recorder, who will promptly investigate the allegation in a fair and expeditious manner. Our internal investigation process will include an interview with the person filing the complaint and, when appropriate, with any witnesses. We also will interview the alleged perpetrator. To the extent possible, the complaint will be investigated in a confidential manner. Upon completion of the investigation, the investigator will communicate his or her findings and, where appropriate, intended actions to the complainant and alleged perpetrator. If it is determined that inappropriate harassment has occurred, we will act promptly to eliminate the offending conduct, and where it is appropriate, we also will impose disciplinary action. Depending upon the circumstances, such disciplinary action may include, but not be limited to, suspension, termination of employment, or expulsion. A written record of each disciplinary action taken pursuant to this policy will be placed in the offending employee’s or member’s personnel file. The record will reflect the conduct and the discipline given, if appropriate.
Any retaliation against an individual who has complained about discrimination or harassment or retaliation against individuals for cooperating with an investigation of discrimination or harassment is also unlawful and will not be tolerated.
Employees who are dissatisfied with
the resolution of a sexual harassment complaint by the Conference should notify
the President of the District 25. If
warranted, the full Board will consider the complaint, and make a final
decision as to the internal resolution of the complaint. Employees also may file formal complaints
with the federal EEOC,
District 25 recognizes that false accusations of harassment have serious effects on innocent persons. If, after investigation, it is clear that a person who has accused another of violating this policy prohibiting unlawful harassment has maliciously or recklessly made a false accusation, the accuser will be subject to appropriate discipline, up to and including discharge or expulsion. It is important to note, however, that the fact that a complaint is not substantiated or is determined not to constitute a violation of the District 25 policy prohibiting unlawful harassment does not, by itself, mean that the complaint was maliciously or recklessly made.