Anti-Discrimination and Anti-Harrassment Policy
The Haverford Soccer Club (the “Club”) will not condone, permit or tolerate any form of discrimination and/or harassment by or against any employee in connection with their employment with this Club based upon age, race, color, creed, religion, sex, sexual orientation, national origin, disability or other protected class or characteristic established under applicable federal, state or local statute or ordinance.
Sexual harassment is a form of illegal sex discrimination. Sexual harassment refers to behavior that is unwelcome, personally offensive, and which interferes with work effectiveness. Federal law defines sexual harassment as unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature, whether by male or female, when (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment, (2) submission to or rejection of such conduct by an individual is used as a basis for employment decisions affecting such individual, or (3) such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive work environment.
Individuals who believe they have been subjected to discrimination or harassment as described or have questions about whether certain conduct is unlawful should immediately speak to that person having immediate authority over them (each a “supervisor”). If the supervisor is involved in the complained of conduct, or if the individual is not comfortable addressing the issue with his or her supervisor, the individual should immediately speak to the Club’s Vice President of Administration. This is particularly important in cases involving sexual harassment where there can be uncertainty about what is unlawful conduct.
Supervisors and Officers of the Club who receive complaints of discrimination or harassment or who are made aware of conduct that may constitute discrimination or harassment must immediately notify the Club’s Vice President of Administration.
All complaints will be investigated promptly and the existence of a complaint will be disclosed only to the extent necessary to make a prompt and thorough investigation or to take appropriate corrective measures. In all cases, the person who initiated the complaint will be informed of the findings and disposition of the matter at the conclusion of the investigation. Management will ensure that there is no coercion, retaliation, intimidation, discrimination or harassment directed against any individual who registers a complaint or services as a witness on behalf of another individual.
Persons who engage in prohibited discrimination or harassment will be subject to appropriate discipline up to and including termination of employment.