Code of Conduct | EFBC Conference

Code of Conduct and Anti-Harassment Policy

Objective

EFBC Conference (“EFBC”) is committed to providing a professional environment that is free from harassment and discrimination in which all individuals, including members, employees, and volunteers, are treated with respect and dignity. Each individual has the right to be in a professional atmosphere free from unlawful harassment, discrimination, and retaliation.

This policy applies to conduct by members, employees, and volunteers of EFBC, including but not limited to officers, directors, members of committees, speakers, exhibitors, sponsors, members, attendees, volunteers, and employees. It applies to complaints of harassment or other conduct that involve members, employees, and volunteers of EFBC at or in connection with all EFBC events, including but not limited to board, council, committee, work group, and task force meetings, conferences, and all other EFBC programs, online forums, events, and activities, whether in person, via telephone, online, or otherwise (collectively, “EFBC events”).

EFBC is committed to providing a safe and productive environment free of discrimination, hostility, harassment, and retaliation based on race, color, religion, sex, sexual orientation, gender identity or expression, age, disability, marital status, citizenship, physical appearance, body size, or any other characteristic protected by law.

EFBC has a zero-tolerance policy for discrimination, harassment, and retaliation and is committed to enforcing this policy vigorously, consistently, and objectively at and in connection with all EFBC events.

EFBC retains the right to cancel an individual’s registration for an EFBC event if EFBC, in its sole discretion, expresses legitimate concerns regarding the expected conduct of such individual or if their affiliation(s) are inconsistent with the mission and purposes of EFBC.

Equal Opportunity

It is EFBC’s policy to ensure equal opportunity without discrimination or harassment on the basis of race, color, religion, sex, sexual orientation, gender identity or expression, age, disability, marital status, citizenship, physical appearance, body size or any other characteristic protected by law. EFBC prohibits all such discrimination and harassment and will address all allegations in a swift and fair manner.

Harassment Defined

Harassment on the basis of any protected characteristic is strictly prohibited. Harassment includes verbal, written, or physical conduct that denigrates or shows hostility toward an individual on the basis of any of the above listed protected factors and that: (1) has the purpose or effect of creating an intimidating, hostile, or offensive environment; (2) has the purpose or effect of interfering with an individual's performance or ability to participate in EFBC events; or (3) otherwise affects an individual's ability to participate in EFBC events.

Harassing conduct includes but is not limited to epithets, slurs, or negative stereotyping; threatening, intimidating, or hostile acts; and denigrating jokes; and offensive texts, emails, or other messages.

Sexual harassment is a specific form of Harassment (defined above) based on sex, gender, gender identity, gender expression, sexual orientation, pregnancy, childbirth, breastfeeding, or any other sub-classification recognized by applicable federal or state law.

Prohibited Conduct

As a professional organization, EFBC is committed to diversity, equity, professional treatment of ideas, and respectful treatment of all members, employees, and volunteers at or in connection with all EFBC events. EFBC seeks to provide a professional atmosphere in which diverse participants may learn, network, and otherwise participate in an environment of mutual respect. Conduct that is prohibited includes but is not limited to:

Harassment or intimidation based on race, color, religion, sex, sexual orientation, gender identity or expression, age, disability, marital status, citizenship, physical appearance, body size, or any other characteristic protected by law
Sexual harassment or intimidation, including unwelcome sexual attention, stalking, or unsolicited physical contact
Harassment, intimidation, or coercion based upon a position as a board member, employee, or any position of influence
Abusive, lewd, or threatening conduct
Bullying, harassment, or unprofessional conduct toward members, employees, volunteers, or other participants at EFBC events
Physical violence or threats of violence
Sexually charged communications or conduct
Disruption of EFBC events in order to protest, retaliate, or otherwise frustrate the purposes of EFBC events and mission.

Reporting Acts of Harassment, Discrimination, or Retaliation

EFBC encourages reporting of all perceived incidents of harassment, discrimination, or retaliation, regardless of the offender's identity or position. Individuals who believe they have been the victim of such conduct should report their concerns to any EFBC officer or staff person. EFBC encourages individuals to advise the offender that their conduct is unwelcome and to request that it be discontinued, if they feel comfortable so doing.

An individual making a complaint may be asked to put the complaint in writing promptly after reporting unwanted conduct. In the event that an individual feels that his or her physical safety is in jeopardy, EFBC encourages the individual to contact the appropriate law enforcement agency immediately.

Any reported allegations of harassment, discrimination, or retaliation will be investigated promptly by the EFBC. The investigation may include individual interviews with the parties involved as well as witnesses to the conduct.

EFBC will maintain confidentiality to the extent consistent with appropriate investigation and corrective action. EFBC reserves the right to notify an individual’s employer of serious misconduct under this policy when it is determined that such notification is appropriate.

If it is determined that an individual has engaged in prohibited conduct, the EFBC Board of Directors, or the appropriate committee or staff designee, shall determine the appropriate action to be taken against the individual, which may include, but is not limited to:

Private reprimand
Expulsion from the EFBC event without warning or refund
Implementation of conditions upon attendance at future EFBC events
Removal of the individual as a board member or other volunteer leadership position
Restriction from attendance at future EFBC events
Notification to the individual’s employer for serious misconduct as determined by EFBC in its sole discretion

Determinations reached in EFBC’s complaint process are not legally conclusive in any other proceeding.

False Reporting

Knowingly making a false accusation of harassment, discrimination, or retaliation, or knowingly providing false information in the course of an investigation of a report, may be grounds for appropriate disciplinary action. A complaint made in good faith, even if found to be unsubstantiated, will not be considered a false accusation.

Retaliation

Retaliation against an individual for reporting harassment or discrimination or for participating in an investigation of a claim of harassment or discrimination is a serious violation and is strictly prohibited. Acts of retaliation should be reported immediately and will be promptly addressed.

Antitrust Policy

The EFBC Conference has an antitrust policy in place and we are committed to compliance with all antitrust laws. It is certainly appropriate to hold this conference and other programs to inform, educate, and discuss common problems and areas of interest. However, as a gathering of competitors we must be mindful that action taken to eliminate, restrict, or govern competition may violate antitrust laws which prohibit certain discussions about pricing, or other issues that may constitute a restraint of trade. Violations of antitrust laws may result in both criminal and civil penalties.