MAASE expects that all relationships among persons in the workplace will be business-like and free of bias, prejudice, and harassment.

It is the responsibility of each employee, officer, official, director, agent, volunteer, and vendor of MAASE, as well as anyone using the Association's facilities, to refrain from sexual and other harassment. MAASE will not tolerate any type of harassment of or by any of its employees, Board of Directors, or members.

Actions, words, jokes, or comments based on an individual's sex, race, sexual orientation, national origin, age, religion, or any other legally protected characteristic will not be tolerated. This policy should not, and may not, be used as a basis for excluding or separating individuals of a particular gender, or any other protected characteristic, from participating in business or work related social activities or discussions in order to avoid allegations of harassment.

The law and policies of the MAASE prohibit disparate treatment based on sex or any other protected characteristic, with regard to terms, conditions, privileges, and prerequisites of employment. The prohibition against harassment, discrimination, and retaliation are intended to complement and further these policies, not to form the basis of an exception to them.

Sexual Harassment: May occur whenever there are unwelcome sexual advances, requests for sexual favors, or any other verbal, physical, or visual conduct of a sexual nature when:

• Submission to the conduct is made either implicitly or explicitly a condition of the individual's employment;
• Submission to or rejection of the conduct is used as the basis for an employment decision affecting the harassed employee; or
• The harassment has the purpose or effect of interfering with the employee's work performance or creating an environment that is intimidating, hostile, or offensive to the employee.

Sexual harassment may include a range of subtle and not so subtle behaviors and may involve individuals of any combination of gender. Depending on the circumstances, these behaviors may include, but are not limited to: unwanted sexual advances or requests for sexual favors; sexual jokes and innuendo; verbal abuse of a sexual nature; commentary about an individual’s body, sexual prowess or sexual deficiencies; leering; catcalls or touching; insulting or obscene comments or gestures; display or circulation in the workplace of sexually suggestive objects or pictures (including through email); and other physical, verbal or visual conduct of a sexual nature.

Other Protected Characteristics: Harassment based on any other protected characteristic is also strictly prohibited. Under this policy, harassment is verbal or physical conduct that denigrates or shows hostility or aversion toward an individual because of his/her race, color, religion, sex, age, national origin, disability or any other characteristics protected by law. This policy extends to the relatives, friends, and associates of that individual.

Harassment, in this context, may be defined as: creating an intimidating, hostile or offensive work environment; unreasonably interfering with an individual’s work performance; or otherwise adversely affecting an individual’s employment opportunities.

Harassing conduct includes, but is not limited to epithets, slurs or negative stereotyping; threatening, intimidating, or hostile acts; denigrating jokes, and display or circulation in the workplace of written or graphic material that denigrates or shows hostility or aversion toward an individual or group (including through email). Any such conduct is unacceptable in the workplace as well as in any work-related setting outside the workplace, such as during business trips, professional conferences, business meetings, and business-related social events.

Any employee engaging in practices or conduct constituting sexual harassment, discrimination, or harassment of any kind shall be subject to disciplinary action, up to and including discharge. Retaliation Is Prohibited.

MAASE strongly urges the reporting of all incidents of discrimination, harassment, or retaliation, regardless of the offender’s identity or position. Early reporting and intervention have proven to be the most effective methods of resolving actual or perceived incidents. While no fixed reporting period has been established, MAASE strongly urges prompt reporting so that rapid and constructive action can be taken.

Direct Communication with Offender: If there is harassing or discriminatory behavior in the workplace, you should consider directly and clearly expressing your objection to the offending person(s) regardless of whether the behavior is directed at you. If you are the harassed employee, you should clearly state that the conduct is unwelcome and the offending behavior must stop. However, you are not required to directly confront the person before notifying administration.

Supervisory & Administrative Personnel: At the same time direct communication is undertaken, or in the event you feel threatened or intimidated, you should promptly report the behavior to your immediate supervisor or the Executive Director. If your immediate supervisor is the source of the problem, condones it, or ignores it, report directly to the Executive Director.

Executive Director / Board President: An employee may report incidents directly to the Executive Director, who will promptly investigate and take corrective action. If your complaint alleges harassment by the Executive Director, or if the Executive Director condones or ignores the problem, you should immediately report the incident or incidents in writing directly to the President of the Board of Directors. At no time will personnel involved in the alleged harassment conduct the investigation.

Non-Employees & Third Parties: If you make a complaint alleging harassment or discrimination against an agent, vendor, supplier, contractor, volunteer, or person using Association programs or facilities, the Executive Director or his designee will investigate. MAASE will make reasonable effort to protect you from further contact, but notes it has limited control over non-employees.

Important Notice & Responsibility: Employees who have experienced conduct they believe is contrary to this policy have an obligation to take advantage of this reporting procedure. An employee’s failure to fulfill this obligation could affect his or her rights in pursuing legal action. Any supervisor who becomes aware of possible harassment must immediately advise the Executive Director.

The Investigation: Allegations will be investigated promptly. MAASE will make every reasonable effort to conduct investigations responsibly and confidentially, though absolute confidentiality cannot be guaranteed. The process may include individual interviews with the parties and observers. MAASE reserves the right to use third parties to investigate claims. You must cooperate in workplace investigations or risk disciplinary action up to termination.

Responsive Action: MAASE will determine what constitutes violations based on a facts review. Misconduct will be dealt with appropriately. Responsive action may include training, counseling referral, or disciplinary action such as warning, reprimand, withholding promotion/pay increase, reassignment, temporary suspension without pay, or termination.

False & Frivolous Complaints: Given the serious consequences for an accused individual, complaints made in bad faith or charges found to be false and frivolous are considered severe misconduct and may result in disciplinary action, up to and including dismissal.