Students wishing to serve as a room monitor should be available for the full conference and will receive a complimentary registration to include admittance to the technical sessions and all social activities. Please contact Jennifer Wasner for details and requirements - Phone: 440.338.5151, E-mail: Jennifer.Wasner@asminternational.org. This opportunity is limited and available on a first come basis.
All presentations at the conference will be presented in English. Simultaneous translation will not be provided.
Prevention Of Harassment And Discrimination
ASM believes that everyone should be afforded an environment free of unlawful harassment or discrimination. Harassment or discrimination is a form of misconduct that undermines the employment relationship. ASM strives to maintain an environment that fosters mutual respect and promotes harmonious, productive professional relationships. Actions, words, jokes, or comments based on an individual’s sex/gender, race, color, national origin, ancestry, age, religion, disability, sexual orientation, gender identity, genetic information, military/veteran status, lactation/breastfeeding, pregnancy, childbirth and related medical conditions, or any other classification protected by federal, state, or local laws and ordinances is prohibited and will not be tolerated.
ASM’s prevention of harassment and discrimination policy applies to all individuals involved with ASM, including employees, vendors, customers, contractors, officers & trustees, committee members, volunteers and members.
Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, or other verbal, visual or physical conduct of a sexual nature when:
- Submission to such conduct is made either explicitly or implicitly a term or condition of the individual’s status within ASM;
- Submission to or rejection of such conduct by the individual is used as the basis for decisions affecting the individual; or
- Such conduct has the purpose or effect of unreasonably interfering with the Associates' work or creating an intimidating, hostile or offensive environment.
This definition includes many forms of offensive behavior including gender-based harassment of a person of the same sex as the harasser.
Sexual harassment does not refer to occasional compliments of a socially acceptable nature. It refers to behavior that is not welcome, that is personally offensive, and that debilitates morale.
Other Prohibited Harassment
ASM prohibits harassment on the basis of sex/gender, race, color, national origin, ancestry, age, religion, disability, sexual orientation, gender identity, genetic information, military/veteran status, lactation/breastfeeding, pregnancy, childbirth and related medical conditions, or any other classification protected by law. While it is not easy to define precisely what harassment is, it certainly includes slurs, epithets, threats, derogatory comments, unwelcome jokes, teasing and other similar verbal or physical conduct.
Examples of conduct that may be harassment in violation of this policy and/or the law include but are not limited to hostile or demeaning behavior, repeated verbal abuse, bullying, uninvited physical contact, such as touching, patting or pinching, display of suggestive objects or pictures or jokes or remarks based upon sex/gender, race, color, national origin, ancestry, age, religion, disability, sexual orientation, gender identity, genetic information, military/veteran status, lactation/breastfeeding, pregnancy, childbirth and related medical conditions, or any other classification protected by law.
If you experience or witness what you believe to be harassment or discrimination in violation of this policy, you must report it immediately to the CEO or any member of management. You may also report such conduct to the Ethics Hotline.
All ASM representatives are required to report all allegations of unlawful harassment to the CEO immediately. All allegations of unlawful harassment or discrimination will be promptly and thoroughly investigated. To the extent possible consistent with a thorough investigation, ASM will keep any reports of harassment or discrimination made under this policy confidential. ASM will take appropriate corrective action to stop any harassing or discriminatory conduct. Anyone found to have engaged in any form of harassment or discrimination in violation of this policy will be dealt with appropriately.
ASM prohibits any retaliation against anyone who brings forward in good faith a complaint of harassment or who speaks as a witness in the investigation of a complaint of harassment or discrimination.