ISA promotes an environment free from inappropriate behavior and harassment by or toward its staff and members. Members, staff, contractors, suppliers, and customers are expected to treat each other with respect. This policy applies to all locations and situations where ISA conducts business, including all ISA-sponsored activities and events.

Harassment includes, but is not limited to, unwelcome slurs, insults, jokes, or verbal, graphic, or physical conduct relating to an individual’s physical or personal characteristics, such as race, color, religion, sex, national origin, disability status, ancestry, citizenship, age, gender, or sexual orientation that interfere with a person’s enjoyment of their work. Sexual harassment includes unwelcome sexual advances, requests for sexual favors, or verbal or physical conduct of a sexual nature that unreasonably creates an intimidating, hostile, or offensive environment.

It is impossible to catalogue all the specific types of conduct that might violate this policy. Questions about what constitutes harassment behavior should be directed to ISA human resources.

Report a Concern

Anyone who feels harassed by a member, staff person, contractor, supplier, or customer should:

  • Tell the offender immediately that the behavior is unwelcome
  • Notify the Executive Director, ISA human resources, or the ISA President

No person who reports an alleged violation of this policy in an appropriate manner will be subject to any adverse action because of the complaint.

Investigation

ISA promptly and thoroughly investigates all complaints of harassment to determine whether improper conduct has occurred. ISA expects all members and staff to cooperate fully and assist in any investigation. ISA will maintain the confidentiality of all complaints to the extent possible while allowing ISA to conduct a full and fair investigation. ISA will take reasonable steps during its investigation to protect the privacy and minimize suspicion toward all parties concerned.

If the offender is on ISA staff, human resources will conduct the investigation as per the staff handbook. If the offender is a member, the investigation will be conducted as per the code of conduct. If the offender is an employee of a supplier or a customer, the Executive Director will take appropriate action, including, but not limited to, suspension or termination of any business relationship.

If the offense is serious and the complaining party is fearful, the Executive Director may take protective action as necessary to separate the parties involved while assuring that the action is not punitive, retaliatory, or prejudicial to a thorough investigation.