Attendee Preferences
Type AGREE in the space below --- By registering for this event, I understand that if my child attends this event and is under 16, I will be required to accompany them the entire time. By registering for this event, I acknowledge that I have read and agree to the terms of Iron Sharp Community Foundation's Harassment Prevention Policy. IRON SHARP COMMUNITY FOUNDATION HARASSMENT PREVENTION POLICY Iron Sharp Community Foundation strives to foster an environment where people are treated with dignity, decency and respect. Harassment, bullying, or abusive treatment towards employees, volunteers, or applicants is prohibited. Workplace harassment includes any discrimination or harassment based on an individual’s race, color, religion, ethnicity, ancestry, national origin, citizenship, veteran or military status, sex, sexual orientation, or gender (which includes gender identity or gender expression), pregnancy (including childbirth or related conditions and lactation/breastfeeding), marital status, age, physical or mental disability, genetic information, taking or requesting statutorily protected leave or other benefit, arrest and court record, credit history or credit report, status as a domestic or sexual violence victim, or any other basis protected by federal or state laws, regulations, and/or any executive order, except as allowed by law. This policy applies to the workplace and to conduct occurring online, off-site, or after hours. Every individual deserves an environment free of objectionable and disrespectful conduct and/or communication of a sexual nature and to prohibiting sexual harassment by all employees. Conduct that creates an intimidating, hostile, or offensive environment will not be tolerated, especially with respect to conduct directed at individuals under the age of eighteen. The following behaviors are examples of, and not limitations on, sexual harassment and are unacceptable and therefore prohibited, even if not unlawful in and of themselves: ● Unnecessary and/or inappropriate touching of an individual; ● Unwelcome sexual advances, propositions or flirtation; ● Requests for sexual favors including subtle pressure or requests for sexual activities; ● Sexually explicit or offensive jokes; ● Verbal, visual or physical conduct of a sexual nature; ● Graphic or verbal commentaries about an individual’s body; and ● Display of sexually suggestive objects or pictures. Harassment Reporting Protocol Assistance is essential to keep the workplace free from any form of harassment. If an employee or volunteer is subject to harassment (including but not limited to those previously mentioned) by any supervisor, manager, employee, volunteer, customer or any other person in connection with employment, the individual should bring this matter to the immediate attention of a supervisor or a member of management. Do not assume management is aware of any inappropriate behaviors. Early reporting and intervention have proven to be the most effective method of resolving actual or perceived incidents of harassment. Individuals are expected to promptly report any complaints or concerns, so that rapid and constructive action can be taken. Every effort will be made to stop alleged harassment before it becomes severe or pervasive. The cooperation of employees and volunteers is imperative. Every effort will be made to investigate all allegations of harassment in as confidential a manner as possible and to take appropriate corrective action if warranted. The confidentiality of all parties involved will be strictly respected insofar as it does not interfere with any legal obligation to investigate. Any allegations of misconduct involving individuals under the age of 18, or resulting in bodily harm of any sort, will be reported to local law enforcement. Retaliation Prohibited Retaliation against an individual who reports or threatens to report harassment or discrimination or who cooperates with an investigation of a complaint is expressly prohibited. Retaliation can consist of threats, reprimands, negative evaluations, hazing, bullying tactics, and other types of adverse treatment by a supervisor or co-worker. Any employee who engages in retaliation prohibited by this policy will be subject to appropriate disciplinary action, up to and including termination. Effective July 31, 2023 Volunteer: Liability Release By registering for this event, I acknowledge that I have read and agree that Iron Sharp Community Foundation is not liable for any mental or physical injury, loss or damage of personal property, or personal expenses accrued while completing volunteer services on behalf of Iron Sharp Community Foundation, including, but not limited to, costs related to claims, damages, losses, and attorney's fees.
