Anti-Harassment Policy
Policy Statement
It is the policy of Post-Acute and Long-Term Care Medical Association (PALTmed) that any type of harassment of or by PALTmed staff, members or attendees, by members of the society or other attendees, at or in connection with society meetings, including but not limited to conferences, meetings, dinners, receptions and social gatherings held in conjunction with PALTmed meetings, is prohibited conduct and is not tolerated. PALTmed is committed to a zero tolerance for harassing conduct at all locations where PALTmed members and staff are conducting PALTmed business. This zero-tolerance policy also applies to meetings of all PALTmed affiliates, committees, task forces, as well as other PALTmed-sponsored events.
Definition
Harassment consists of unwelcome conduct, whether verbal, physical or visual, that denigrates or shows hostility or aversion toward an individual because of his/her race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, marital status, citizenship or other protected group status. This includes conduct that: (1) has the purpose or effect of creating an intimidating, hostile or offensive environment; (2) has the purpose or effect of unreasonably interfering with an individual’s participation in meetings or proceedings of any PALTmed entity; or (3) otherwise adversely affects an individual’s participation in such meetings or proceedings or, in the case of PALTmed staff, such individual’s work, employment opportunities, or tangible job benefits.
Harassing conduct includes, but is not limited to: epithets, slurs or negative stereotyping; threatening, intimidating or hostile acts; denigrating jokes; and written, electronic, or graphic material that denigrates or shows hostility or aversion toward an individual or group and that is placed on walls or elsewhere on the PALTmed’s premises or at the site of any PALTmed meeting or circulated in connection with any PALTmed meeting.
Sexual Harassment
Sexual harassment also constitutes discrimination and is unlawful and is absolutely prohibited. For the purposes of this policy, sexual harassment includes (1) making unwelcome sexual advances or requests for sexual favors or other verbal, physical, or visual conduct of a sexual nature; and/or (2) creating an intimidating, hostile or offensive environment or otherwise unreasonably interfering with an individual’s participation in meetings or proceedings of any PALTmed Entity or, in the case of PALTmed staff, such individual’s work performance, by instances of such conduct.
Sexual harassment may include such conduct as explicit sexual propositions, sexual innuendo, suggestive comments or gestures, descriptive comments about an individual’s physical appearance, electronic stalking or lewd messages, displays of foul or obscene printed or visual material, and any unwelcome physical contact.
Procedure
Reporting a complaint of harassment
Any persons who believe they have experienced or witnessed conduct in violation of this Anti-Harassment Policy during any PALTmed meeting or associated functions should promptly notify the PALTmed Executive Director, PALTmed Human Resources, or a member of the PALTmed Executive Committee.
Any persons who believe they have experienced or witnessed conduct in other activities associated with PALTmed in violation of Anti-Harassment Policy should promptly notify PALTmed's Executive Director.
Investigations
Investigations of harassment complaints will be conducted by PALTmed Human Resources. Each complaint of harassment or retaliation shall be promptly and thoroughly investigated. Generally, PALTmed Human Resources will (1) use reasonable efforts to minimize contact between the accuser and the accused during the pendency of an investigation and (2) provide the accused an opportunity to respond to allegations. Based on its investigation, PALTmed Human Resources will determine whether a violation of this Anti-Harassment Policy has occurred.
Disciplinary Action
If PALTmed Human Resources determines that a violation of this Anti-Harassment Policy has occurred, PALTmed Human Resources shall (1) notify the PALTmed Executive Director or the presiding officer(s) of such other PALTmed-associated meeting or activity in which such violation occurred, as applicable, of this determination, (2) refer the matter to the PALTmed Executive Committee for disciplinary and/or corrective action, which may include but is not limited to expulsion from the relevant PALTmed-associated meetings or activities, and (3) provided the accused with information and/or training as appropriate.
If a member is determined to have violated this Anti-Harassment Policy, the PALTmed Executive Director and/or the PALTmed Executive Committee shall determine disciplinary and/or corrective action in consultation with the President of PALTmed.
If a nonmember or non-PALTmed party is the accused, PALTmed Human Resources shall refer the matter to the PALTmed Executive Director, and when appropriate, will provide the necessary assistance to address the matter.
Confidentiality
To the fullest extent possible, and consistent with usual business practice, PALTmed will keep complaints, investigations and resolutions confidential.
Retaliation
Retaliation against anyone who has reported harassment, submits a complaint, reports an incident witnessed, or participates in any way in the investigation of a harassment claim will not be tolerated. Each complaint of harassment or retaliation will be promptly and thoroughly investigated. To the fullest extent possible, the PALTmed will keep complaints and the terms of their resolution confidential.