NON-HARASSMENT 

To avoid any potentially inappropriate conduct at The Portland Club, it is the our policy to prohibit intentional and unintentional harassment of any individual by another person on the basis of race, color, creed, religion, national origin, ancestry, citizenship status, age, disability or handicap, sexual orientation, marital status, veteran status, genetic information, or any other characteristic protected by applicable federal, state, or local laws. Such conduct will not be tolerated by The Portland Club. The purpose of this policy is not to regulate our members’ personal morality, but to ensure that no one harasses another individual at The Portland Club, including while on The Portland Club premises, while on Portland Club business (whether or not on The Portland Club’s premises) or while representing The Portland Club. 

Harassment, for purposes of this policy generally is defined as unwelcome verbal, visual or physical conduct that demeans or shows hostility or aversion towards an individual because of these protected characteristics, and that (1) has the purpose or effect of creating an intimidating, hostile or offensive environment; or (2) has the purpose or effect of unreasonably interfering with an individual’s work performance; or (3) otherwise adversely affects an individual’s employment opportunities. Harassment can be verbal (including slurs, jokes, insults, epithets, gestures or teasing), visual (including offensive posters, symbols, cartoons, drawings, computer displays, or e-mails) or physical conduct (including physically threatening another, blocking someone’s way, etc.) that denigrates or shows hostility or aversion towards an individual because of any protected characteristic. Such conduct violates this policy, even if it is not unlawful. Anybody, regardless of position or title, whom The Portland Club determines has engaged in harassment of any kind in violation of this policy, will be subject to prompt appropriate corrective action, up to and including discharge. 

An employee/volunteer/member who feels that he or she has been subjected to conduct which violates this policy should immediately report the matter to the President or Vice President. An employee/volunteer/member who is either unsure of the appropriate person to whom to raise an issue of perceived harassment or who has not received a satisfactory response within five (5) business days after reporting any incident of perceived harassment should contact the Treasurer. 

Every report of perceived harassment will be promptly, thoroughly and impartially investigated as The Portland Club considers appropriate, and corrective action will be taken where appropriate as determined by The Portland Club in its reasonable discretion. 

Employees/volunteers/members are required to cooperate in all investigations conducted pursuant to this policy. Violation of this policy may result in disciplinary action, up to and including discharge, as determined by The Portland Club in its reasonable discretion. The identity of individuals who report a perceived violation of this policy, as well as any information obtained during The Portland Club’s investigation, will be kept confidential to the extent possible, consistent with a thorough and impartial investigation with relevant legal requirements, but confidentiality cannot be guaranteed. In addition, The Portland Club will not allow any form of retaliation against individuals who report unwelcome conduct to management in good faith or who cooperate in the investigations of such reports in accordance with this policy.  

SEXUAL HARASSMENT 

Similarly, it is The Portland Club’s policy to prohibit harassment of any employee/volunteer/member by any Supervisor, employee/volunteer/member, customer, or vendor on the basis of sex or gender, including on the basis of gender identity, gender expression, or transgender status. Such conduct will not be tolerated by The Portland Club. The purpose of this policy is not to regulate our employee’s/volunteer’s/member’s personal morality, but to ensure that no one harasses another individual on the basis of sex or gender in the workplace, including while on The Portland Club premises, while on Portland Club business (whether or not on The Portland Club premises) or while representing The Portland Club.  

While it is not easy to define precisely what types of conduct could constitute sexual harassment, examples of prohibited behavior include, but are not limited to:  

• unwelcome sexual advances;  
• requests for sexual favors;  
• obscene gestures;  
• displaying sexually graphic magazines, calendars, or posters;  
• sending sexually explicit e-mails;  
• verbal or physical conduct of a sexual nature, such as uninvited touching of a sexual nature;  
• sexually-related comments, and depending upon the circumstances, improper conduct also can include sexual joking;  
• vulgar or offensive conversation or jokes;  
• commenting about an employee’s/volunteer’s/member’s physical appearance;  
• conversation about an employee’s/volunteer’s/member’s or someone else’s sex life; 
• teasing or other conduct directed toward a person because of his or her sex or gender which is sufficiently severe or pervasive to create an unprofessional and hostile environment.  

Anybody, regardless of position or title, whom The Portland Club determines has engaged in sexual harassment of any kind in violation of this policy, will be subject to prompt appropriate corrective action, up to and including discharge.   An employee/volunteer/member who feels that he or she has been subjected to conduct which violates this policy should immediately report the matter to the President or Vice President. An employee/volunteer/member who is either unsure of the appropriate person to whom to raise an issue of perceived harassment or who has not received a satisfactory response within five (5) business days after reporting any incident of perceived harassment should contact the Treasurer.  Every report of perceived sexual harassment will be promptly, thoroughly and impartially investigated as The Portland Club considers appropriate, and corrective action will be taken where appropriate as determined by The Portland Club in its reasonable discretion.   Employees/volunteers/members are required to cooperate in all investigations conducted pursuant to this policy. Violation of this policy may result in disciplinary action, up to and including discharge, as determined by The Portland Club in its reasonable discretion. The identity of individuals who report a perceived violation of this policy, as well as any information obtained during The Portland Club’s any’s investigation, will be kept confidential to the extent possible, consistent with a thorough and impartial investigation with relevant legal requirements, but confidentiality cannot be guaranteed. In addition, The Portland Club will not allow any form of retaliation against individuals who report unwelcome conduct to management in good faith or who cooperate in the investigations of such reports in accordance with this policy.