AvaCon, Inc. is deeply committed to an inclusive physical and virtual environment free from discrimination and to the principle that all persons should have equal access to programs, facilities, services, and employment without regard to race, ethnicity, religion, national origin, ancestry, disability, medical condition, genetic information, marital status, sex, age, sexual or affectional orientation, veteran status, gender identity and expression, or any other characteristic protected by law. \u00c2\u00a0AvaCon, Inc. expects that its employees, volunteers, members, and other constituents, when and wherever those individuals are conducting business on behalf of AvaCon, Inc., or when participating in AvaCon, Inc. events or activities, shall maintain an environment free of discrimination, harassment, bullying, or retaliation. Discrimination<\/strong> is defined as treating people differently, either preferentially or with adverse impact, because they have similar characteristics or because they are from a specific group, unless differential treatment is reasonable, essential, and directly related to conducting business for AvaCon, Inc.<\/p>\n Harassment<\/strong> is defined as conduct that has the purpose or effect of unreasonably interfering with an individual’s participation in events or activities, or creating an intimidating, hostile, or offensive environment.<\/p>\n Bullying<\/strong> is defined as waging an ongoing and systematic campaign of interpersonal harassment against an individual or group of individuals that a reasonable person would find hostile and offensive, or unrelated to a legitimate business interest on the basis of one of the protected classes listed above. \u00c2\u00a0Typically bullying is the accumulation of many incidences over a period of time, including treatment which consistently provokes, pressures, frightens, intimidates, or otherwise causes discomfort for another person.<\/p>\n Retaliation<\/strong> is defined as punitive actions taken against a person for exercising their employee or other rights under the laws in good faith, reporting violations of the laws to the proper authorities (i.e. “whistle blowing”), and\/or participating in administrative or legal proceedings as a plaintiff, complainant, or witness.<\/p>\n AvaCon, Inc. encourages its employees, volunteers, members, and other constituents\u00c2\u00a0to alert the Board of Directors to potential \u00c2\u00a0misconduct or violations of law without fear of retribution.\u00c2\u00a0Any person who believes that he or she has been the victim of illegal discrimination or harassment should contact the AvaCon Board of Directors at board@avacon.org or +1 (774) 654-0010, or in writing to AvaCon, Inc. 275 Winthrop Street, PO Box 618, Rehoboth, MA, 02769-1819, USA.<\/p>\n An investigation shall be conducted and if any evidence of discrimination, harassment, bullying, and\/or retaliation is discovered, AvaCon, Inc. shall make every reasonable effort to ensure the\u00c2\u00a0discrimination, harassment, bullying, and\/or retaliation stops immediately and does not recur. \u00c2\u00a0Disciplinary sanctions for violation of this policy may range from a written warning to termination or expulsion from AvaCon, Inc., which will be imposed in accordance with AvaCon, Inc. policies and procedures. \u00c2\u00a0The AvaCon, Inc. Board of Directors will be informed of all allegations.<\/p>\n AvaCon, Inc. further prohibits retaliation and discourages any behavior that might be perceived as retaliatory in nature. Retaliation constitutes a separate violation and may result in a disciplinary action independent of the outcome of the original discrimination complaint.<\/p>\n <\/p>\n
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<\/span><\/p>\nDefinitions:<\/h2>\n
Reporting Discrimination & Policy Enforcement<\/h2>\n