Policy Against Harassment
The United States Bartenders’ Guild (referred to in this Policy collectively as the “Guild”) and the USBG National Charity Foundation (referred to in this Policy collectively as the “Foundation”) recognize the inherent worth of every person and group, and strive as part of their mission to foster dignity, understanding, and mutual respect, and embrace diversity. For these reasons, the Guild requires all Members of the Guild and all Officers and Directors of the Guild, the Foundation, and Chapters of the Guild to abide by this Policy Against Harassment. This Policy Against Harassment applies to all attendees (“Event Attendees”) of all Guild, Foundation, and Guild Chapter Activities including meetings, conferences, programs, or other events conducted, sponsored, co-sponsored by the Guild, Foundation, or Chapters of the Guild (collectively “Guild Activities”).
1. In General
All Guild Activities should provide an environment free of harassment. For purposes of this Policy, the term “harassment” means unwanted verbal or physical conduct relating to, race, color, national origin, alienage or citizenship status, ancestry, religion, age, sex (including pregnancy, childbirth, and pregnancy-related medical conditions), gender, sexual orientation, gender identity or expression, handicap or disability, marital or domestic partnership status, military service or veteran status, or any other legally protected status.
Examples of prohibited harassment include, but are not limited to:
- use of ethnic slurs or derogatory terms relating to an individual’s gender or sexual orientation;
- distribution of racially or sexually offensive e-mail or other electronic communications; and/or
- threatening, intimidating, or hostile acts directed at an individual because of his or her religion.
2. Sexual Harassment
Conduct that constitutes or could lead or contribute to sexual harassment is prohibited at all Guild Activities. While it is not always easy to define precisely what types of conduct could constitute sexual harassment, examples of prohibited behavior include, but are not limited to:
- repeated unwelcome sexual advances;
- intentional and uninvited inappropriate touching of an individual’s body; and/or
- sexually degrading words directed toward an individual.
B. Complaint Procedures
If you feel that you have been subjected to or observed conduct which violates this Policy you are urged to report the relevant facts immediately following the alleged incident. You should direct such reports to a chair of the event or, alternatively, you may direct reports to the volunteer designee, the Guild National Board Chair (firstname.lastname@example.org) and/or the staff designee, the Guild’s staff liaison to the National Resolution Committee (email@example.com).
Every report of harassment will be investigated, and remedial action will be taken where appropriate.
C. Policy Applicability
This Policy applies to Guild Activities and applies only to conduct in which the complaining party is a Member and/or Event Attendee and the subject of the complaint is a Member and/or Event Attendee. This Policy also applies to communications sent through official communication channels for any such activity or event, including Guild -sanctioned social media accounts. Please note that the Guild is not in a position to investigate or take action with respect to conduct or incidents not related to Guild Activities such as an individual Member’s employment-related matters.
If a complaint is made by or against any employee of the Guild, Foundation, or Guild Chapter employee, that complaint will be addressed under the applicable employee policy against discrimination and harassment. The Guild is not responsible for protecting the safety of Members or Event Attendees and assumes no liability or responsibility for the actions of any Member or Event Attendee.
D. No Retaliation
Threats or acts of retaliation against individuals who report inappropriate conduct pursuant to this Policy or provide information in connection with a report by another individual will not be tolerated. In the event you believe that you have been retaliated against for such action, you should use the above procedures to report the pertinent facts immediately. Every report of retaliation will be fully investigated, and remedial action will be taken where appropriate.