EDIT, Inc. NON-DISCRIMINATION AND ANTI-HARASSMENT POLICY

EDIT Inc. is committed to an environment that is free of discrimination and harassment, including sexual harassment.

NON-DISCRIMINATION POLICY

EDIT expressly prohibits any form of discrimination by or against its members and guests based on age, race, color, religion, sex, national origin, creed, disability, veteran’s status, sexual orientation, gender identity or gender expression. Discrimination is adverse treatment of any individual based on their said protected attribute (age, race, etc.), rather than on the basis of his/her individual merit.

ANTI-HARASSMENT / ANTI-BULLYING POLICY

EDIT expressly prohibits any form of harassment or sexual harassment by or against any member or guest. Harassment is unwelcome or unwanted conduct, whether verbal, physical or visual, toward an individual for any reason, but not limited to his or her age, race, color, religion, sex, national origin, creed, disability, veteran’s status, sexual orientation, gender identity or gender expression, when the conduct creates an intimidating, hostile or offensive environment.

Sexual harassment is conduct by male or female, whether of the same sex or opposite sex, which makes or subjects any person to unwelcome sexual advances, unwelcome requests for sexual favors, or engages in any other unwelcome verbal or physical conduct of a sexual nature, where (1) submission to or rejection of such conduct by an individual is used as the basis for decisions affecting that individual, or (2) such conduct has the purpose or effect of unreasonably interfering with an individual’s experience by creating an intimidating, hostile, or offensive environment.

Determining what constitutes sexual harassment depends upon the specific facts and the context in which the conduct occurs. Sexual harassment may take many forms-subtle and indirect, or blatant and overt. For example:

  • It may be conduct toward an individual of the opposite sex or the same sex.
  • It may occur between peers or between individuals in a superior-subordinate relationship.
  • It may be aimed at coercing an individual to participate in an unwanted sexual relationship.
  • It may consist of repeated actions or may arise from only a single incident if sufficiently serious.

For example, any of these examples may constitute sexual harassment depending on the circumstances, and whether or not such conduct is perceived to be offensive by the person to whom it is directed or in whose presence it occurs:

  • offensive sex-oriented verbal kidding, teasing or jokes;
  • repeated unwanted sexual flirtations, advances or propositions;
  • continued or repeated verbal abuse of a sexual nature;
  • graphic or degrading comments about a person’s appearance or sexual activity;
  • offensive visual conduct, including leering, making sexual gestures, display of offensive sexually suggestive objects or pictures, videos, cartoons or posters;
  • unwelcome pressure for sexual activity;
  • suggestive or obscene letters, notes, comments, or invitations; or
  • unwanted physical contact such as patting, grabbing, pinching, or brushing against another’s body.

The EDIT Inc. Board of Directors (Board) will promptly and thoroughly investigate the facts and circumstances of any claim of harassment in any form. If the Board determines that harassment has occurred, the member or guest may be subject to discipline up to and including banning, removal, and/or prohibition from attending future EDIT Club events, at the Board’s sole discretion. Individual meetings at EDIT are free to take their own actions.

NON-DISCRIMINATION AND ANTI-HARASSMENT ENFORCEMENT GUIDELINES

Discrimination, harassment, and sexual harassment are unacceptable at EDIT Club meetings and all related events. Instances of discrimination, harassment, and sexual harassment violate this Policy even when they do not constitute a violation of law.

Reporting
EDIT Board members and participants of EDIT events and meetings should help assure all related events are free from discrimination and harassment. Anyone who feels that they are being subjected to discrimination, harassment, or sexual harassment should immediately request the person engaging in such behavior to stop, and should promptly report the behavior to any member of the Board of Directors or Club Manager. If the matter is not resolved to the individual’s satisfaction by informal action, they may pursue a complaint in writing. If at any time a Board Member or attendee believes he or she has been a victim of or witness to a crime, the police should be notified directly. Any Board Member who is aware of or who receives a report of conduct which violates this Policy should report it to the Board immediately.

Retaliation

No individual will be subject to, and it is EDIT’s policy to strictly prohibit, any form of discipline or retaliation for reporting incidents of discrimination, harassment, or sexual harassment. Moreover, no individual will be subject to any form of discipline or retaliation for pursuing with the Board or the appropriate governmental agency or otherwise any claim of discrimination, harassment, or sexual harassment. Any such discipline or retaliation is a violation of this policy. Any person determined by the Board to have engaged in such discipline or retaliation will be subject to discipline, up to and including banning or removal. Intentionally providing false information is also grounds for termination or removal.

Investigation

Reports of discrimination, harassment, and sexual harassment are to be taken seriously and will be dealt with promptly by the Board. The specific action taken in any particular case depends on the nature and gravity of the conduct reported, and may include intervention, mediation, investigation, and the initiation of disciplinary processes as discussed more fully below. Where discrimination, harassment, or sexual harassment is found to have occurred, the Board will act to stop the discrimination or harassment, act to prevent its recurrence, and discipline those responsible.

The Board will promptly, thoroughly, and impartially investigate the report of discrimination and/or harassment. The Board may put interim measures in place, such as a leave of absence or censure, while the investigation takes place. Following investigation, the Board shall take corrective actions based on the conduct that is inconsistent with this Policy, if any. At the conclusion of the investigation, the Board will provide the complainant with an explanation of the investigation results.

The investigation may conclude in one of three ways:

  • That a violation of policy occurred;
  • That no violation occurred; or
  • That it cannot be determined whether or not a violation occurred.

Disciplinary or Corrective Action

When an investigation reveals a violation of this Policy has occurred the Board must take corrective action. Upon a finding of discrimination, harassment, or sexual harassment, the Board will take disciplinary or corrective action that it deems appropriate, in its sole discretion, under the circumstances. Disciplinary or corrective action may include, for example, termination, removal, dismissal, or banning. Discrimination, harassment, or sexual harassment need not amount to a criminal violation to be disciplined under this Policy.

Confidentiality

The Board recognizes that confidentiality is important. Those responsible for implementing this Policy will respect the confidentiality and privacy of individuals reporting or accused of discrimination, harassment, or sexual harassment to the extent reasonably possible. Examples of situations where confidentiality cannot be maintained include circumstances when the Board is required by law to disclose information (such as in response to legal process) and when disclosure is required by the Board’s outweighing interest in protecting the rights of others.