AWBO Member Code of Conduct
By accepting membership with AWBO you agree to:
Treat other members, guests, staff of venues and other patrons fairly, equally and with respect and courtesy.
Behave responsibly and ensure you conduct yourself in a manner which will not injure the reputation of the Association, its events, organizers, participants or sponsors.
Not physically or verbally harass others (see Harassment Policy)
Pay any fees in relation to an event, or offering (e.g. tickets or memberships) which that member has committed to, regardless of whether the member attends the event or not.
AWBO Anti Harassment Policy
Objective
The Association of Women Business Owners (AWBO) is committed to an environment in which all individuals are treated with respect and dignity. Each individual guest or member can expect an atmosphere that promotes equality and prohibits unlawful discriminatory practices, including harassment. Therefore AWBO expects that all relationships among persons will be business-like and free of explicit bias, prejudice and harassment.
AWBO has developed this policy to ensure that all its members and guests can expect an environment free from unlawful harassment, discrimination and retaliation. AWBO will make every reasonable effort to ensure that all concerned are familiar with these policies and are aware that any complaint in violation of such policies will be investigated and resolved appropriately.
Any Member or Guest who has questions or concerns about these policies should talk with the current AWBO President or one of the members of AWBO’s Executive Board.
Retaliation
AWBO encourages reporting of all perceived incidents of discrimination or harassment. It is the policy of AWBO to promptly and thoroughly investigate such reports. AWBO prohibits retaliation against any individual who reports discrimination or harassment or participates in an investigation of such reports.
Harassment
Harassment on the basis of any other protected characteristic is also strictly prohibited. Under this policy, harassment is verbal, written or physical conduct that denigrates or shows hostility or aversion toward an individual because of his or her race, color,
religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, marital status, citizenship, genetic information, or any other characteristic protected by law, or that of his or her relatives, friends or associates, and that has the purpose or effect of creating an intimidating, hostile or offensive environment
Harassing conduct includes epithets, slurs or negative stereotyping; threatening, intimidating or hostile acts; denigrating jokes; and written or graphic material that denigrates or shows hostility or aversion toward an individual or group that is placed on walls or elsewhere on the premises or circulated in the organization or social networking sites or other means.
Online Harassment
AWBO allows our Directory of Members to be public, which can be used for many business purposes. We encourage our members to use this information, but do ask that they be mindful of the number of online communications they intend to create. If members or guests use the Directory information, they must have a way for our members to opt out of their mailings, or remove them from a mailing list if requested as required by law.
Aggressive Solicitation
Aggressive Solicitation is not permitted by our members in any capacity. Aggressive Solicitation includes but is not limited to excessive and repeated unwanted contact, misrepresenting AWBO in attempts to solicit and gain sales, and refusing to remove members from contact and mailing lists after repeated requests.
Individuals and Conduct Covered
These policies apply to all guests and members, either in person at an AWBO related event or on AWBO digital spaces, including but not limited to social media pages, event pages, 3rd party AWBO related websites, and digital communication while representing as AWBO between members, guests, vendors or contractors.
Reporting an Incident of Harassment, Discrimination or Retaliation
AWBO encourages reporting of all perceived incidents of discrimination, harassment or retaliation, regardless of the offender’s identity or position. Individuals who believe that they have been the victim of such conduct should discuss their concerns with the current sitting President, or another member of the AWBO Board of Directors. See the complaint procedure described below.
Complaint Procedure
Individuals who believe they have been the victims of conduct prohibited by this policy or believe they have witnessed such conduct should discuss their concerns with the current sitting President, or another member of the AWBO Board of Directors
AWBO encourages the prompt reporting of complaints or concerns so that rapid and constructive action can be taken before relationships become irreparably strained. Therefore, while no fixed reporting period has been established, early reporting and intervention have proven to be the most effective method of resolving actual or perceived incidents of harassment.
Any reported allegations of harassment, discrimination or retaliation will be investigated promptly. The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have observed the alleged conduct or may have other relevant knowledge. Investigation report will be filed with the Secretary of AWBO for record keeping purposes.
AWBO will maintain confidentiality throughout the investigatory process to the extent consistent with adequate investigation and appropriate corrective action.
Retaliation against an individual for reporting harassment or discrimination or for participating in an investigation of a claim of harassment or discrimination is a serious violation of this policy and, like harassment or discrimination itself, will be subject to disciplinary action. Acts of retaliation should be reported immediately and will be promptly investigated and addressed.
Misconduct constituting harassment, discrimination or retaliation will be dealt with appropriately.
Misconduct for Regular Member or Associate Member
1. The Executive Board Committee (President, President Elect, Secretary, and Treasurer) will hold an emergency meeting to discuss allegations with the Member. An investigation will take place and results will be discussed at a later Emergency Meeting. The President will present allegations and results of investigation to the Full Board of Directors. The situation can be discussed and then a vote can be had for the following options
a. Board meets with member for discussion and improvement suggestions
b. Board votes to remove membership for a length of time determined by the Board.
False and malicious complaints of harassment, discrimination or retaliation (as opposed to complaints that, even if erroneous, are made in good faith) may be the subject of appropriate action as listed above.
Indemnification
Member agrees to indemnify and hold harmless organization, its affiliates, and its respective officers, directors, agents, employees, and other independent contractors from any and all claims, demands, losses, causes of action, damage, lawsuits, judgments, including attorneys’ fees and costs, arising out of, or relating to, Client’s participation or action(s) under this Agreement. Client agrees to defend against any and all claims, demands, causes of action, lawsuits, and/or judgments arising out of, or relating to, the member’s participation under this Agreement, unless expressly stated otherwise by organization, in writing.