Non Discrimination Policy

The Pacific Coast Obstetrical and Gynecological Society does not and shall not discriminate on the basis of race, color, religion (creed), gender, gender expression, age, national origin (ancestry), disability, marital status, sexual orientation, or military status, in any of its activities or operations. These activities include, but are not limited to, hiring and firing of staff, selection of members and vendors, and provision of services. We are committed to providing an inclusive and welcoming environment for all members of our staff, members, candidates, guest speakers, scholarship candidates and recipients. The Society's nondiscrimination policy also extends to the industry supporters of the Society, whether by education grants or by exhibits.

The Pacific Coast Obstetrical and Gynecological Society is an equal opportunity employer. We will not discriminate and will take affirmative action measures to ensure against discrimination in employment, recruitment, advertisements for employment, compensation, termination, upgrading, promotions, and other conditions of employment against any employee or job applicant on the bases of race, color, gender, national origin, age, religion, creed, disability, veteran's status, sexual orientation, gender identity or gender expression.

Sexual Harassment Policy

It is the policy of the Pacific Coast Obstetrical and Gynecological Society that the workplace, meetings, and society activities are conducted in an environment free from sexual harassment. This policy applies to all attendees at Society activities, including members, speakers, students, guests, staff, contractors, exhibitors, and volunteers. The Pacific Coast Obstetrical and Gynecological Society strongly disapproves of offensive or inappropriate sexual behavior and participants must avoid any action or conduct which could be viewed as sexual harassment. Sexual harassment is defined by the Equal Employment Opportunity Commission (EEOC) as any unwelcome sexual advance, request for sexual favors, or other verbal or physical conduct of a sexual nature, when: (1) submission to the harassment is made either explicitly or implicitly a term or condition of employment or membership; (2) submission to or rejection of the harassment is used as the basis for employment or membership decisions affecting the individual; or (3) the harassment has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment.

Any employee or Society participant who has a complaint of sexual harassment by anyone, should first clearly inform the harasser that his/her behavior is offensive or unwelcome and request that the behavior stop. The Society strongly urges reporting of all incidents of harassment, regardless of the offender's identity or position by contacting the Caucus Chair and/or a member of the Board of Directors, who can be reached at (contact members only site at www.pocgs.org). If deemed necessary by those experiencing harassment, the Board of Directors/Caucus chair will assist in contacting convention center/hotel/venue security or local law enforcement. He or she is not required or expected to discuss the concern with the alleged offender. All complaints will be treated seriously and be investigated promptly. Confidentiality will be honored to the extent permitted as long as the rights of others are not compromised.

If the Caucus Chair and or Board Member knows of an incident of sexual harassment, they shall take appropriate remedial action immediately. If the alleged harassment involves any types of threats of physical harm to the victim, the alleged harasser may be immediately suspended or expelled from the Society. All complaints will be investigated by the Pacific Coast Obstetrical and Gynecological Society Board of Directors. The Board of Directors will name an impartial investigator, usually a Society Officer or Caucus member. Any named investigator who believes they have a conflict of interest should not serve as an investigator. In most cases, the complainant will be interviewed first and the written complaint reviewed. If the complainant has not already filed a formal complaint, he or she should be asked to do so. The details of the complaint should be explained to the alleged offender by the investigator. The alleged offender should be given a reasonable chance to respond to the evidence of the complainant and to bring his or her own evidence. If the facts are in dispute, further investigatory steps may include interviewing those named as witnesses. If, for any reason, the investigator is in doubt about whether or how to continue, he or she will seek appropriate counsel. When the investigation is complete, the investigator should report the findings to the Board of Directors. If the investigation supports charges of sexual harassment by the Board of Directors, disciplinary action against the alleged harasser will take place and may include suspension, expulsion, or other disciplinary actions. If the investigation reveals that the charges were brought falsely and with malicious intent, the charging party may be subject to disciplinary action, including termination or expulsion by the Board of Directors.

Adopted 9/2016