Adopted January 12, 2017
Upon appointment, NAR committee chairs and members must acknowledge and abide by the policies governing the obligations and conduct of committees as outlined below.
As a volunteer leader of NAR, it is imperative that you receive and engage in discourse regarding NAR business. You are expected to communicate with your committee regularly via phone, text, email, and The Hub. Therefore, we ask that you provide and maintain with NAR your current email address and cell phone number.
You can maintain your current email address and cell phone number in your member record by visiting www.nar.realtor and clicking the "My Account" link. Log in using your username and password. For assistance, contact Member Support at 800-874-6500.
You are expected to participate in NAR surveys seeking feedback from NAR leadership.
You are encouraged to subscribe to the NAR electronic newsletters and publications, as these sources provide up-to-date information on topics of interest.
As an NAR leader, you are charged with establishing and supporting NAR public and governing policies in furtherance of NAR’s mission. Therefore, you agree to communicate consistent with that charge and to avoid making any public statements – on social media or otherwise – that are contrary to achieving NAR objectives or that may reflect badly upon NAR’s reputation.
Code of Conduct and Sexual Harassment
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 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.
- 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 chair or vice chair of the committee. If the complaint involves the chair or vice chair, 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.
Committee Attendance Policy
Committee chairs, vice chairs, and members accept the responsibility for carrying out the goals of their committee when appointed, and meeting attendance is part of that responsibility. If a committee chair, vice chair or member will be absent from a meeting, a written notice should be submitted to the staff executive before the meeting date (email suffices as a written notice). If a committee chair, vice chair or member is absent from two consecutive regularly scheduled committee meetings, he or she automatically forfeits the committee appointment subject to review by the Leadership Team.*
*This applies to committee members who have a term of more than one year.
Ownership Disclosure Policy
Members of any NAR decision-making body must disclose the existence of any of the following:
(1) an ownership interest* in, (2) a financial interest** in, or (3) service in a decision-making capacity for any entity prior to speaking to an NAR decision-making body on any matter involving that entity.
After making the required disclosure, such member may participate in the discussion and vote on the matter unless that member has a conflict of interest as defined below.
*Ownership interest is defined as the cumulative holdings of the individual; the individual’s related spouse, children, and siblings; and of any trust, corporation, or partnership in which any of the foregoing individuals is an officer, director, or owns in the aggregate at least 50% of the (a) beneficial interest (if a trust), (b) stock (if a corporation), or (c) partnership interests (if a partnership).
**Financial interest means any interest involving money, investments, extension of credit or contractual rights.
Conflict of Interest Policy
A member of any NAR decision-making body has a conflict of interest whenever that member:
- is a principal, partner, or corporate officer of a business providing, or being considered as a provider of, products or services to NAR (“Business”); or
- serves on the board of directors of the Business unless the individual’s only relationship to the Business is service as NAR’s representative on such board; or
- holds an ownership interest* of more than one percent of the Business.
Members with a conflict of interest must immediately disclose such conflict of interest prior to participating in any discussions or vote of an NAR decision-making body that pertains to the Business. Such members may not participate in any discussions related to that Business other than to respond to questions asked of them by other members of the body. A member may not vote on any matter in which the member has a conflict of interest.