Non-Discrimination Policy

 

 

1.     INTRODUCTION

We believe that respectful, professional conduct furthers LAM's mission, promotes productivity, minimises disputes, and enhances our reputation. LAM expects respect to be shown for all of our colleagues, customers, and fellow riders. Harassment is a form of misconduct that destroys our working environment and relationships. LAM is committed to providing an environment that is free of unlawful discrimination, including harassment that is based on any legally protected status. We will not tolerate any form of discrimination or harassment that violates this policy.

 

2.     NON-DISCRIMINATION

LAM does not discriminate in opportunities or practices on the basis of race, colour, religion, disability, national origin, genetic information, sex (including pregnancy), age, sexual orientation, gender (including gender identity and expression), marital status, protected veterans status, citizenship status or any other characteristic protected by applicable law.

Our policy of Non-Discrimination in employment applies to all aspects of the club and its activities.

Anyone with questions or concerns about any type of discrimination are encouraged to bring these issues to the attention of the Committee. Concerns can be raised and reports submitted without fear of retaliation. Any LAM member found to be engaging in any type of unlawful discrimination will be subject to disciplinary action, up to and including termination of membership.

 

3.     HARASSMENT PROHIBITED

LAM provides a safe and pleasant environment where everyone is treated with fairness and respect. It is against our policy for anyone to verbally or physically harass or discriminate against another on the basis of an individual’s race, colour, religion, national origin, genetic information, sex (including pregnancy), age, sexual orientation, gender (including gender identity and expression), marital status, protected veterans status, citizenship status or any other characteristic protected by applicable law. Harassment will not be tolerated either. Anyone who violates the company policy against harassment will be subject to corrective action, up to and including termination of membership

  

4.     SEXUAL HARASSMENT

Sexual harassment is defined as unwelcome sexual advances; requests for sexual favours and other verbal or physical conduct where:

  • Submission to such conduct is either an explicit or implicit condition of membership.
  • Submission to, or rejection of such conduct is used as the basis for membership decisions affecting the person involved.
  • Such conduct has the purpose or effect of substantially interfering with an individual’s performance or creating an intimidating, hostile or offensive environment.

This policy forbids harassment based on gender regardless of whether the offensive conduct is sexual in nature and regardless of whether it rises to the level of a legal violation. Any unwelcome conduct based on gender is also forbidden by this policy regardless of whether the individual engaged in harassment and the individual being harassed are of the same or are of different genders.

Examples of gender-based harassment forbidden by this policy include:

  • Offensive sex-oriented verbal kidding, teasing or jokes
  • Repeated unwanted sexual flirtations, advances or propositions
  • Verbal abuse of a sexual nature
  • Graphic or degrading comments about an individual’s appearance or sexual activity
  • Offensive visual conduct, including leering, making sexual gestures, the display of offensive sexually suggestive objects or pictures, cartoons or posters
  • Unwelcome pressure for sexual activity
  • Offensively suggestive or obscene letters, notes or invitations
  • Offensive physical contact such as patting, grabbing, pinching, or brushing against another’s body.

 

5.     REPORTING PROCEDURES

Anyone who believes they have experienced or witnessed any conduct that is in violation of this policy should report that concern to the committee, These are the individuals authorised by this policy to receive complaints on behalf of LAM. This policy does not require reporting harassment to any individual who is creating the harassment.

Complaints may be made orally or in writing. If a complaint is made orally, the member may be asked for a written statement during the investigation. All complaints, to the extent possible, should include dates, times, location, details of the incident(s), names of the individuals involved and the names of witnesses to the incident(s). All complaints should be sent via our contact us page, which are in turn received by the LAM Webmaster and will be confidentially passed to the LAM Committee. 

  

6.     RESPONDING TO COMPLAINTS

All reports describing conduct that is inconsistent with this policy will be investigated promptly and thoroughly. Members are required to cooperate in investigations. LAM is committed to maintaining confidentiality to the extent possible and will take all reasonable measures to ensure that the situation is divulged only to those with a need to know.

 

7.     CORRECTIVE ACTION

We will not tolerate any harassment or discrimination in violation of this policy. If an investigation reveals that a violation of this policy or other inappropriate conduct has occurred, then LAM will take corrective action, including discipline, up to and including termination of membership, as is appropriate under the circumstances, regardless of the positions of the parties involved. LAM may discipline a member for any inappropriate conduct discovered in investigating reports made under this policy, regardless of whether the conduct amounts to a violation of law. If the person who engaged in conduct in violation of this policy is not a LAM member, then we will take whatever corrective action is reasonable and appropriate under the circumstances.

 

8.     NO RETALIATION

Retaliatory treatment of any member for reporting discrimination, harassment or other prohibited behaviour or for co-operating in a harassment investigation is strictly forbidden. All members who experience or witness any conduct they believe to be retaliatory should immediately report such conduct to the Committee.

 

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