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Sexual Harassment Policy

 (As published in the APS Constitution, ARTICLE VIII)

It is the policy of the APS to comply strictly with all laws applicable to APS activities. United States Federal, and most State, laws strictly prohibit sexual harassment. APS policy specifically prohibits sexual harassment by or against any employee, member, officer, or other volunteer, vendor, or customer.

The policy covers sexual harassment complaints that fall within the scope of official APS activities, such as but not limited to, day-to-day operations, meetings, educational programs, committee activities, etc. The Society believes that mutually respectful, pleasant, non-coercive interactions between individuals will best serve the well-being of each individual employee as well as that of the Society. Sexual harassment of anyone will not be tolerated.

Sexual harassment is defined as follows: Any unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes harassment when:

  1. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment.
  2. Submissions to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual (Some examples of employment decisions are hiring, promotions, performance ratings, salary increases, or preferred work assignments.)
  3. Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment. (Physical or verbal advances, remarks, jokes, teasing or posting of sexually explicit pictures are a few examples.)

Sexual harassment may occur in situations where one person has power over another, but it can also occur between equals. Both men and women can be sexually harassed, though women are most often victimized. Sexual harassment need not involve physical conduct. Spoken words and non-favorable gestures of a sexual nature may constitute sexual harassment.

If you believe that you have been sexually harassed, or have witnessed any type of sexual harassment or inappropriate behavior you should:

  • Advise the person causing the sexual harassment that such behavior is inappropriate and that you would like it to stop.
  • If you prefer not to discuss the matter with that person, or that person fails to respect your request, you should promptly report such sexual harassment and inappropriate behavior to your supervisor or department head.
  • If your supervisor or department head cannot resolve the complaint or is the subject of your complaint, you should report such conduct to the Human Resource Department or senior management. You may also contact an officer of APS.

Upon such report, APS will investigate your complaint and attempt to resolve it, giving careful consideration to protecting the rights and dignity of all people involved to the extent that circumstances will permit.

No adverse or retaliatory action whatever will be taken against an employee for filing a sexual harassment complaint with APS.

Any employee found to have engaged in sexual harassment or retaliation will be subject to appropriate disciplinary action depending on the individual circumstances, including change of work assignment, suspension with or without pay and possible termination of employment. Any member or volunteer found to have engaged in sexual harassment will be subject to suspension and/or termination of membership. Any vendor or customer found to have engaged in sexual harassment shall temporarily or permanently be suspended from doing business with APS