Treatment of AIS Members
AIS’s goal is to provide an organizational environment for its members that is free from discrimination or harassment on the basis of race, color, religion, national origin, sex, sexual orientation, marital status, age, or disability. Harassment can include derogatory statements, conduct or treatment relating to a member’s race, color, religion, sex, sexual orientation, marital status, age, or disability.
If a member believes in good faith that he/she was discriminated against or harassed by an AIS employee or by any AIS individual executing official duties on behalf of AIS, the person should report the incident immediately to the Executive Director, the President of AIS, or the General Counsel. The Executive Director or designee will conduct a thorough investigation and recommend or take appropriate corrective action. AIS will maintain confidentiality of the complaint to the extent possible, commensurate with the need to investigate and resolve reported problems. AIS will not retaliate against a member, who files a good faith report of discrimination or harassment.
Treatment of AIS Employees by members
It is the policy of AIS that all employees be treated with respect and dignity. In particular, employees have the right to work in an environment free from unlawful and improper discrimination and harassment by members of AIS. It is the responsibility of every AIS individual to cooperate in reaching this goal.
As used in this policy, the term “harassment” may include statements, behavior, conduct or treatment, and may include acts and/or failure to act. AIS will not tolerate, and this policy prohibits, harassment based on, or related to, a person’s race, color, sex (with or without sexual conduct), sexual orientation, religion, national origin, age, physical or mental disability, marital status, protected activity under the antidiscrimination statutes (i.e., opposition to prohibited discrimination or participation in the statutory complaint process), or other classifications protected by law. Prohibited harassment need not violate the law and may, for example, include generally abusive behavior towards others or behavior that, if it continued, would violate the law.
Statements, behavior, conduct, or treatment may be considered harassment if such statements, behavior, conduct, or treatment substantially interferes with an employee’s job performance or creates an intimidating, hostile, or offensive working environment. In particular, sexual harassment generally includes statements, behavior, conduct, or treatment based on sex, whether directed towards a person of the opposite or same sex. Sexual harassment may include explicit sexual propositions, sexual innuendo, suggestive comments, sexually oriented “kidding” or “teasing,” “practical jokes,” jokes about obscene printed or visual material, and physical contact such as patting, pinching, or brushing against another person’s body. The statements, behavior, conduct, or treatment need not be designed or intended to promote an intimate relationship. Further, prohibited harassment includes harassment based on sex (e.g., frequent derogatory comments about women) even though the comments are not sexual in nature.
Some examples of what may be considered harassment, depending on the facts and circumstances, include the following:
- Verbal harassment (e.g., derogatory comments; improper gestures; threats of physical harm; distribution of written or graphic material having such effects)
- Physical harassment (e.g., hitting, pushing or other aggressive physical contact; touching or threats to take such action; gestures or the display of signs or pictures)
Harassment of an employee by an AIS member is considered a serious act of misconduct. When AIS concludes that prohibited harassment has occurred, it will take prompt and effective corrective action against the individual to ensure that the harassment does not occur again and to remedy the effects of prior harassment.
Relationships between AIS members Employees or Contractors
Because of potential conflicts of interest, security issues, and other concerns, AIS prohibits romantic or sexual relations between AIS members and employees to the extent permitted by law.