Discrimination and Harassment Policy

The College Music Society is committed to a work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere that promotes equal opportunities and prohibits discriminatory practices, including harassment. Therefore, The College Music Society expects that all relationships among persons in the workplace will be business-like and free of bias, prejudice, discrimination, and harassment.

In order to keep this commitment, The College Music Society maintains a strict policy prohibiting unlawful harassment of any kind, including, but not limited to, sexual harassment and harassment based on race, color, religion, national origin, sexual orientation, gender identity or expression, sex, age, physical or mental disability, caregiver status, or any other characteristic protected by state, federal, or local employment discrimination laws.

This Policy applies to all board members, contractors, sub-contractors, employees (supervisors and non-supervisors), volunteers, interns, externs, members of The College Music Society, and any other individuals providing services to or for The College Music Society.     

Sexual harassment includes, but is not limited to, making unwanted sexual advances, requests for sexual favors, and other oral or physical conduct of a sexual nature when:

  1. Submission to such conduct is made an explicit or implicit term or condition of employment or participation in professional activities of The College Music Society; or
  2. Submission to or rejection of such conduct by an individual is used as the basis of decisions related to employment or participation in professional activities of The College Music Society affecting such individual; or
  3. Such conduct has the purpose or effect of substantially interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment, including volunteer professional activities of The College Music Society.

Examples of unlawful harassment include, but are not limited to:

  • Verbal conduct such as epithets, derogatory jokes or comments, slurs or unwanted sexual advances, invitations or comments;
  • Visual conduct such as derogatory and/or sexually oriented posters, photography, cartoons, drawings, e-mail and faxes or gestures;
  • Physical conduct such as assault, unwanted touching, blocking normal movement or interfering with work directed at an employee because of the employee’s sex or other protected characteristic;
  • Threats and demands to submit to sexual requests in order keep one’s job or avoid some other loss and offers of employment benefits in return for sexual favors;
  • Retaliation for having reported or threatened to report unlawful harassment.
  • Favoritism toward romantic/sexual partners;
  • Giving of gifts or leaving objects that are sexually suggestive;
  • Off-duty, unwelcome conduct of a sexual nature that affects the work environment;
  • Requiring someone to perform tasks unrelated to their job against his/her will; and
  • Gossiping or rumormongering.

Any employee or other person who believes he or she has been harassed by a co-worker, supervisor, or agent of The College Music Society or by other nonemployee of The Society should promptly report the facts of the incident or incidents and the names of the individual(s) involved to the Executive Director, or in the alternative, to the CMS Board President, Past President, or President-Elect.

Upon receipt of a complaint, The College Music Society will undertake a prompt, thorough, objective, and good faith investigation of the harassment allegations. If the organization determines that harassment has occurred, effective remedial action will be taken in accordance with the circumstances involved. Any employee determined by The College Music Society to be responsible for harassment will be subject to appropriate disciplinary action, up to and including termination. Any nonemployee member determined by the Society to be responsible for harassment will be subject to appropriate disciplinary action, up to and including removal from Society leadership position(s) and/or membership in the organization.

Employees and nonemployees will not be retaliated against for filing a complaint and/or assisting in a complaint or investigation process. Further, The College Music Society will not tolerate or permit retaliation by supervisors or co-workers against any complainant or anyone assisting in a harassment investigation.