Code of Conduct and Sexual Harassment Policy

The members and staff must work together effectively as a team to accomplish the Association's goals. Such joint efforts are enhanced by an environment of courtesy and mutual respect. Offensive behavior not only impedes the effectiveness of the joint efforts, but can also create exposure to legal liability.

The National Association fully supports the rights and opportunities of all its directors, committee members and employees to work in an environment free from discrimination and without subjugation to sexual harassment.

Sexual harassment does not include occasional compliments or voluntary relationships between members and staff.

Sexual harassment may be overt or subtle. It includes behavior that is not welcome, that is personally offensive, that fails to respect the rights of others, that lowers morale and that, therefore, interferes with the effectiveness of our work. Sexual harassment may take different forms. One specific form is a demand for sexual favors. Other forms of harassment include:

Verbal: Sexual innuendoes, suggestive comments, jokes of a sexual nature, sexual propositions, threats.

Non-Verbal: Sexually suggestive objects or pictures, graphic commentaries, suggestive or insulting sounds, leering, whistling, obscene gestures.

Physical: Unwanted physical contact, including touching, pinching, brushing the body, coerced sexual intercourse, assault.

Whatever form it takes -- verbal, non-verbal or physical -- sexual harassment is insulting and demeaning to the recipient and cannot be tolerated. Sexual harassment of any member or staff by any member or staff will not be tolerated. All staff and members will be expected to behave accordingly and take appropriate measures to ensure that such conduct does not occur. Appropriate disciplinary action will be taken against any staff or member who engages in sexual harassment.

Any director who believes he or she has been the subject of sexual harassment should report the alleged act immediately to his or her Regional Vice President. If the complaint involves the Regional Vice President, the complaint should be brought to the attention of the First Vice President.

Any committee member who believes he or she has been the subject of sexual harassment should report the alleged act immediately to the chairman or vice chairman of the committee. If the complaint involves the chairman or vice chairman, the complaint should be brought to the attention of the committee liaison.

Staff should follow the complaint procedures set forth in the Association's Employee Handbook.


In the video below, NAR’s General Counsel, Katie Johnson provides an overview of the Association’s Code of Conduct and firm policy against sexual harassment:

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