ISA expects all who participate in our activities in any location or situation in which ISA is involved, to exhibit the highest standards of competency, honesty, integrity, and impartiality, be fair and equitable, and accept personal responsibility for adhering to applicable laws and safeguarding the public welfare in their actions and behavior. This includes but is not limited to members, customers, participants, exhibitors, contractors, vendors, and staff.
ISA values excellence; integrity; diversity, equity and inclusion; collaboration; and professionalism. All involved must commit to upholding these principles and behaviors, lead by example in demonstrating compliance with the code of conduct, and hold themselves and others accountable.
ISA promotes an environment free from inappropriate behavior and harassment. We are committed to providing a friendly, safe, and welcoming environment for all, regardless of an individual’s physical or personal characteristics, such as race, color, religion, sex, national origin, disability status, ancestry, age, gender, or sexual orientation.
Inappropriate behavior includes disorderly conduct, actions that create unsafe conditions, and disruptions that interfere with the activity. Harassment includes, but is not limited to, unwelcome slurs, insults, jokes, or verbal, graphic, or physical conduct. Sexual harassment includes unwelcome sexual advances, requests for sexual favors, or verbal or physical conduct of a sexual nature that unreasonably creates an intimidating, hostile, or offensive environment. The examples are not considered an exhaustive list of all the specific types of conduct that might violate this policy.
- Faithfully support the mission and follow the Society’s policies.
- Treat all those with whom they interact with at ISA fairly and respectfully.
- Be honest, truthful, ethical, and fair in presenting information and in making statements reflecting on ISA.
- Promote participation and remain open to change, innovation and improvements.
- Accept responsibility for their actions; seek and acknowledge constructive criticism of their work; offer honest and constructive criticism of the work of others; properly credit the contributions of others; and not accept credit for work that is not their own.
- Ensure not to represent themselves using ISA’s name as to imply endorsement by ISA or to gain financial or other benefit from the name.
- Respect the proprietary information, intellectual property rights, and data privacy of ISA and others.
- Refrain from use of ISA confidential information for personal or business benefit.
- Avoid disclosure of ISA confidential or proprietary information to third parties, including employers.
- Use ISA resources, including property, facilities, and financial resources, only for approved ISA activities.
- Hold paramount the safety, health and welfare of the public in the performance of their duties.
- Refrain from participation in any business association, interest or circumstance which influence, or appear to influence, their judgment or the quality of their services.
Violations
All participants are expected to alert ISA staff if they notice any violations of this policy, a dangerous situation, or someone in distress, even if it seems inconsequential. If comfortable, tell the offender immediately that the behavior is unwelcome.
ISA reserves the right to exercise its best judgment under the circumstances. The Executive Director/CEO may take protective action themselves or through their delegate as necessary to separate the parties involved while assuring that the action is not punitive, retaliatory, or prejudicial to a thorough investigation. The staff may expel a person from an activity and escalate to the authorities as appropriate.
Violations may also result in a complaint or direct action by the Executive Board. Complaints cannot be submitted anonymously and must be made within 90 calendar days of the occurrence of the alleged violation. Direct or indirect retaliation of any kind against the individual who initiated the complaint, or anyone involved in the review process, is strictly prohibited, and may result in action against the offender. Persons bringing complaints are not entitled to relief or damages within this process. Complaints of a commercial nature or primarily requesting judicial-type relief will only be reviewed regarding potential violations of ISA policy. Complaints involving illegal acts should be reported to local law enforcement. ISA will only review this as it relates to violation of ISA policy. Anyone choosing to retain legal counsel does so at their own expense.
If the offender is ISA staff, human resources will conduct the investigation per the staff handbook. If the offender is a contractor or non-member participant, the Executive Director/CEO will take appropriate action, including, but not limited to, suspension or termination of any business relationship, notification of employer, and disqualification from future activities.
All other complaints will be handled through the procedure outlined below. ISA will, to the extent possible in a full and fair review, take reasonable steps to protect privacy and minimize suspicion toward all parties. Even if the person under review voluntarily resigns, the review will continue. Members of the Conduct Review Committee will recuse themselves from participation in a review if conflicted. The scope of the review may be expanded with permission of the President and Executive Director/CEO or the Executive Board.
Conduct Complaint Review Procedure
The following outlines the procedure for handling conduct complaints. “Complainant” refers to the person who filed the complaint; “respondent” refers to the person whose conduct is under review. The staff involved are designated by the Executive Director/CEO and may, at times, include legal counsel and/or human resources.
- Complaint Submission
- Complaints must be submitted on this form and be accompanied by as much supporting information as is reasonable.
- The President or the Executive Board may initiate a conduct review without a complaint, especially as it relates to a pattern of behavior.
- Acknowledgement and Initial Review
- Staff will acknowledge receipt and share the complaint with the President and the Conduct Review Committee.
- The President may decide, due to the severity or the timing of the complaint, that it must be taken directly to the Executive Board for action, bypassing the Conduct Review Committee.
- The Executive Director/CEO will notify the Executive Board of any complaint, sharing information about the substance but not the parties involved.
- Notification to Respondent
- Staff will notify the respondent and offer the opportunity to provide a written statement within two weeks.
- Inquiry
- Staff may contact potential witnesses and seek clarifications or details from the complainant and respondent, as necessary.
- If the scope of the complaint is altered with approval by the President or the Executive Board, additional notifications and responses will be actioned by staff.
- Material Preparation
- Staff will compile the complaint, the response, and any other materials, including previous reports regarding the respondent, and provide these to the Conduct Review Committee.
- Legal opinion may be provided at the discretion of the President or Executive Director/CEO.
- Committee Review and Report
- By whatever means deemed appropriate, the Conduct Review Committee will discuss the complaint and seek clarifications as needed to prepare a written report.
- The report will include a succinct determination of any code of conduct violations and recommended actions.
- The final report and all associated materials will be provided by staff to the President and the Executive Director/CEO, and subsequently to the Executive Board.
- Legal opinion may also be provided at the discretion of the President or Executive Director/CEO.
- Executive Board Action
- Consideration of action, whether recommended or not, will be done at the next available Executive Board meeting, or special meeting, in executive session. The Executive Board may request to see all materials considered.
- Any action, sanction, suspension or dismissal is done by vote of the Executive Board in compliance with Society bylaws.
- Notification and Record Keeping
- Staff will notify the complainant and respondent of the Executive Board’s determination and retain the report and all related documents in ISA files.