Anti-Harassment Policy

For review and approval at February 2020 East kensington neighbors association membership meeting

Objective

EKNA strives to create and maintain an environment in which people are treated with dignity, decency and respect. The environment should be characterized by mutual trust and the absence of intimidation, oppression and exploitation. EKNA will not tolerate unlawful discrimination or harassment of any kind. 

All EKNA members and attendees of events and meetings, regardless of their positions, are covered by and are expected to comply with this policy and to take appropriate measures to ensure that prohibited conduct does not occur. 

Appropriate action will be taken against any meeting attendees who violate this policy. Based on the seriousness of the offense, action may include verbal or written reprimand or ejection from the meeting or EKNA itself.

Prohibited Conduct Under This Policy

EKNA, in compliance with all applicable federal, state and local anti-discrimination and harassment laws and regulations, enforces this policy in accordance with the following definitions and guidelines:

Discrimination and Harassment

EKNA prohibits harassment of any kind, including sexual harassment, and will take appropriate and immediate action in response to complaints or knowledge of violations of this policy. For purposes of this policy, harassment is any verbal or physical conduct designed to threaten, intimidate or coerce a Board Member, member, volunteer or EKNA meeting attendee. The anti- harassment policy also applies to the written word, emails and social media that are directed at Board Members and members. 

The following examples of harassment are intended to be guidelines and are not exclusive when determining whether there has been a violation of this policy:

  • Verbal harassment includes comments that are offensive or unwelcome regarding a person’s national origin, race, color, religion, gender, sexual orientation, age, body, disability or appearance, including epithets, slurs and negative stereotyping. Threatening someone’s livelihood or family, intimidating language, and mocking gender identity are specific examples of the kinds of behaviors that will not be tolerated. 

  • Nonverbal harassment includes distribution, display or discussion of any written or graphic material that ridicules, denigrates, insults, belittles or shows hostility, aversion or disrespect toward an individual or group because of national origin, race, color, religion, age, gender, sexual orientation, pregnancy, appearance, disability, sexual identity, marital status or other protected status.

Sexual Harassment

We define sexual harassment as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when such conduct has the purpose or effect of creating an intimidating, hostile or offensive work environment and unreasonably interferes with another EKNA member or attendee’s performance or creates an intimidating, hostile or otherwise offensive environment.

Retaliation

Lodging a bona fide complaint will in no way be used against a volunteer, member, or Board Member. However, filing groundless or malicious complaints is an abuse of this policy and will be treated as a violation.

Confidentiality

All complaints and investigations are treated confidentially to the extent possible, and information is disclosed strictly on a need-to-know basis. The complainant will be protected from retaliation during and after the investigation.

Complaint Procedure

EKNA has established the following procedure for lodging a complaint of harassment, discrimination or retaliation. EKNA will treat all aspects of the procedure confidentially to the extent reasonably possible.

  1. Complaints should be submitted as soon as possible after an incident has occurred, preferably in writing. 

  2. Upon receiving a complaint the President will initiate an investigation to determine whether there is a reasonable basis for believing that the alleged violation of this policy occurred.

  3. During the investigation, the President will interview the complainant, the respondent and any witnesses to determine whether the alleged conduct occurred.

  4. Upon conclusion of an investigation, the President will submit a written report of his or her findings to the Board. If it is determined that a violation of this policy has occurred, the President will recommend appropriate action based on severity, frequency and prior complaints. If the investigation is inconclusive or if it is determined that there has been no violation of policy but potentially problematic conduct may have occurred, the President may recommend appropriate preventive action.

  5. Once a final decision is made President will meet with the complainant and the respondent separately and notify them of the findings of the investigation. If disciplinary action is to be taken, the respondent will be informed of the nature of the discipline and how it will be executed.