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It is the policy of the Center for Healthcare Supply Chain Research ('the Center') to provide equal opportunity to all members, participants in Association activities, and member representatives without regard to race, color, sex, national origin, religion, age, ancestry, marital status, physical or mental disability. The Center also makes reasonable accommodations upon request to individuals with known disabilities to enable them to participate fully in Association activities. If a member, participant, or member representative has a disability and requires a reasonable accommodation, please contact Member Services.
It is the Center's policy that all of our members, participants in Association activities, and member representatives should enjoy an atmosphere free from all forms of discrimination, including harassment.
Prohibited harassment is generally defined as unwelcome verbal, physical or visual conduct, based upon a person's race, color, sex, national origin, religion, age, ancestry, marital status, physical or mental disability, that denigrates or shows hostility or aversion toward the person because of such characteristic, and has the purpose or effect of creating an intimidating, hostile or offensive environment.
Prohibited sexual harassment involves unwelcome sexual advances, requests for sexual favors, and other verbal, physical or visual conduct of a sexual nature when (1) submission to such conduct is made either explicitly or implicitly a term or condition of participating in Center activities; (2) submission to or rejection of such conduct by an individual is used as the basis for decisions affecting such individual; or (3) such conduct has the purpose or effect of unreasonably interfering with an individual's participation in Center activities or creating an intimidating, hostile or offensive environment.
Depending on the circumstance, sexual harassment can include, without limitation, sexual propositions; suggestive comments; sexually oriented jokes; crude or vulgar language, sounds or gestures; display or distribution of obscene or sexual materials; staring or leering; and physical contact such as patting, pinching, brushing against someone's body, or sexual relations.
It is the responsibility of each Center member, participant, and member representative to enforce and comply with these policies. If you believe you have been harassed or discriminated against or have witnessed or been told about discrimination or harassment in violation of these policies, you should notify the Center’s Executive Vice President/Chief Operating Officer, Human Resources Department or General Counsel.
The Center will conduct a thorough and prompt investigation of all complaints. It will keep the investigation and the results of the investigation confidential to the extent the circumstances permit. Upon completion of the investigation, if any discrimination or harassment in violation of these policies is found to have occurred, the Center will take effective remedial action to stop the discrimination or harassment, including without limitation notifying the Center member that authorizes, permits, delegates, or sponsors the participation in Center activities of any agent, employee, participant, or representative who has violated the policy, and/or removing from further Center participation such agent, employee, participant, or representative, that fails to take other corrective action. The Center will advise the complaining party and the alleged wrongdoer of the results of the investigation and any remedial action that has been taken.
The Center strictly prohibits retaliation or discrimination in any form against anyone who has reported, witnessed or been told about harassment or discrimination, or who has participated in any manner in an investigation under this policy. Any person who believes they have been improperly retaliated or discriminated against in violation of this policy should follow the complaint procedure set forth above.
Allegations of discrimination and harassment are very serious. While the Center encourages members, participants, or member representatives who feel they have been discriminated against or harassed in violation of these policies to file complaints, it is sensitive to the rights of those who may be falsely accused. Thus, members, participants, or member representatives who make knowingly false and malicious complaints, as opposed to complaints which, even if non-meritorious are made in good faith, may be subject to appropriate action.
If you have any questions about this policy, please contact the Center’s Executive Vice President/Chief Operating Officer, Human Resources department, or General Counsel.
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