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Anti-Harassment and Fraternization Policy

It is the policy of the National Edward H. Angle Society of Orthodontists (EHASO) that all members affiliates and guests should enjoy an environment free from unlawful harassment. The EHASO is committed to maintaining a pleasant, professional environment, and behavior that could be perceived as sexual harassment is prohibited. This policy prohibits unlawful harassment in any form, including sexual harassment, unlawful harassment relating to race, color, age, ethnicity, religion, disability status, gender, sexual orientation, gender identity or expression, genetic information, marital status, or any other legally protected characteristic.

Discrimination of this kind may also be strictly prohibited by a variety of federal, state, provincial and local laws, including Title VII of the Civil Rights Act of 1964, the Age Discrimination Act of 1967, and the Americans with Disabilities Act of 1990. This policy is intended to comply with the prohibitions stated in these anti-discrimination laws.

Sexual harassment has no place within EHASO and will not be tolerated.

Sexual harassment includes, but is not limited to, unwelcome sexual advances and requests for sexual acts or favors where either:

  1. Submission to such conduct is made an explicit or implicit term or condition of membership or advancement in the society
  2. Submission to or rejection of such conduct by an individual is used as the basis of admission decisions affecting such individual; or
  3. Such conduct has the purpose or effect of substantially interfering with an individual’s membership environment or creating an intimidating, hostile, or offensive learning environment.

Members, Affiliates or guests who violate this policy are subject to discipline up to an including the possibility of loss of membership or expulsion from the society.

Examples of unlawful harassment include but are not limited to the following.

  • Verbal conduct
    • includes comments that are offensive or unwelcome regarding a person's national origin, race, color, religion, gender, sexual orientation, gender identity or expression, marital status, age, body, disability, or appearance, including epithets, slurs and negative stereotyping, unwanted sexual advances, invitations or comments. Verbal conduct also includes sexual innuendo, sexually suggestive "kidding" or "teasing," jokes about gender-specific traits, unwanted sexual overtures or comments, inquiries or discussions concerning one's sexual experiences, comments about an individual’s body; or threats or demands to submit to sexual requests or offers of benefits in return for sexual favors.
  • Visual conduct
    • includes the distribution, display, or discussion of any written or graphic material that ridicules, denigrates, insults, belittles or shows hostility, aversion or disrespect toward an individual or group because of national origin, race, color, religion, age, gender, gender identity or expression, sexual orientation, sexual identity, pregnancy, appearance, disability, sexual identity, marital status or other protected status. It includes sexually oriented posters, photography, cartoons, drawings, email and faxes or gestures.
  • Physical conduct
    • includes but is not limited to assault, unwanted touching, blocking normal movement or interfering with work directed at a member because of their sex or other protected characteristic.
  • Retaliation for having reported or threatened to report harassment.

Whenever possible, any person who is experiencing unwelcome conduct of the type generally described above should inform the person engaging in the conduct that it is unwelcome and request that it stop.

All members, especially those in leadership position, are warned not to engage in such conduct in connection with the performance of EHASO’s activities. This includes the member's relationships with association management company staff, as well as anyone that the member encounters as part of his/her EHASO responsibilities, e.g. other members and members and staff of other associations, exhibitors, vendors.

Reporting Procedure and Investigation

Any person who believes that they have been unlawfully harassed by a member or associate or who has witnessed such harassment, is strongly encouraged to report the facts of the incident or incidents to the President of the EHASO. The EHASO can only resolve matters brought to its attention; accordingly, all persons are encouraged to come forward with information about allegations of unlawful harassment. Retaliation for making a complaint or cooperating with an investigation of alleged harassment is strictly prohibited. In the event of a conflict of interest or in the absence of the EHASO president, the information may be reported to any officer of the EHASO. All complaints will be addressed promptly, and confidentiality will be maintained to the extent possible. The Complainant may be required to submit the complaint in writing. No adverse or retaliatory action will be taken against a member, or member leader, for filing a complaint.

Complaints will be investigated in a fair and impartial manner and the Complainant and the person complained about will be informed of the result of the investigation although not necessarily the specific action taken. In the event it is determined that the complaint has merit, appropriate action as determined by the President of the EHASO will be caried out by the elected EHASO board of directors.

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