Objective

CropLife America (“CLA”) 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 CLA, 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 CLA at or in connection with all CLA events, including but not limited to board, council, committee, work group , and task force meetings, conferences, and all other CLA programs, online forums, events, and activities, whether in person, via telephone, online, or otherwise (collectively, “CLA events”).

CLA 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.

CLA 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 CLA events.

Equal Opportunity

It is CLA’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. CLA 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 CLA events; or (3) otherwise affects an individual's ability to participate in CLA 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 means any unwelcome conduct, comment, gesture, or contact of a sexual nature, whether on a one-time basis or in a continuous series of incidents that might reasonably be expected to offend or embarrass an individual. Sexual harassment also includes any unwelcome sexual advances, requests for sexual favors, and other verbal or physical unwelcome conduct.

Prohibited Conduct

As a professional organization, CLA is committed to diversity, equity, professional treatment of ideas, and respectful treatment of all members, employees, and volunteers at or in connection with all CLA events. CLA 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 CLA events
• Physical violence or threats of violence
• Sexually charged communications or conduct

Reporting Acts of Harassment, Discrimination, or Retaliation

CLA 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 CLA’s General Counsel or to any CLA officer or staff person. CLA 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, CLA 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 CLA’s General Counsel. The investigation may include individual interviews with the parties involved as well as witnesses to the conduct.

CLA will maintain confidentiality to the extent consistent with appropriate investigation and corrective action. CLA reserves the right to notify an individual’s employer of 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 CLA 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 CLA event without warning or refund
• Implementation of conditions upon attendance at future CLA events
• Removal of the individual as a board member or other volunteer leadership position
• Restriction from attendance at future CLA events
• Suspension from or revocation of membership in CLA, pursuant to the CLA Bylaws
• Notification to the individual’s employer for misconduct as determined by CLA in its sole discretion

Determinations reached in CLA’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.

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