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Anti-Harassment Policy

Anti-Harassment Policy

The Fellowship will not tolerate harassment of its employees, members, or visitors and is committed to providing workplace, educational, and social events that are free of harassment based on race, color, national origin, sexual orientation, religion, age, sex, physical or mental disability, marital status, pregnancy, veteran status, or any other classification protected by law. The policy covers behavior at all Fellowship event. This policy also covers individuals acting on behalf of the Fellowship.

Definition of Harassment

Harassment is defined as verbal, physical, visual or any other conduct designed to threaten, intimidate or coerce. Harassment does not refer to occasional compliments of a socially acceptable nature or consensual personal and social relationships.

While people often may make comments or jokes without intending harm or realizing that such conduct is offensive to another, such actions can be unwanted. Preventing harassment in its various forms requires awareness by everyone associated with the Fellowship of the impact that these actions may have on others.

Harassment may also be sexual and is defined as unwelcome sexual advances, requests for sexual favors and other verbal, physical, visual or other conduct of a sexual nature.

Other Forms of Harassment

Under this policy, harassment can be verbal, physical, visual or any other conduct that denigrates or shows hostility or aversion toward an individual that:

1. Creates an intimidating, hostile, or offensive environment;

2. Unreasonably interferes with an individual’s performance;

Harassing conduct may include a range of subtle and not so subtle behaviors such as: epithets; derogatory comments or slurs; negative stereotyping; derogatory posters, notices, bulletins, cartoons or drawings circulated on paper or electronically; or assault or physical interference with normal work or movement.

Reporting Harassment

Every individual associated with the Fellowship has a duty to maintain a workplace and educational environment free of harassment and intimidation.

Harassment should immediately be reported directly to the Fellowship Ethics Committee. If doing so would be uncomfortable for any reason, it may be reported to the Fellowship Executive Director or the Fellowship Executive Vice President/Medical Director. All persons with knowledge of harassment or possible violations of this policy are required to immediately report the information.

Both males and females can be harassment victims. Both males and females can also be guilty of harassment.

Timeliness in Reporting

The Fellowship supports the immediate reporting of complaints so that rapid and constructive action can be taken. The very nature of harassment makes it difficult to detect unless the person being harmed reports his or her concerns. The reporting of harassment is encouraged before it becomes severe or persistent.

Investigation Process

Any reported allegations of harassment will be investigated promptly, thoroughly and impartially. The investigation may include individual interviews with the parties involved and, where necessary, with other individuals who may have observed the alleged conduct or may have relevant knowledge.

Confidentiality

The complaint and investigation will be handled as confidentially as possible. It is important to recognize though that in the process of investigating a complaint of harassment, complete confidentiality is not always possible.

Protection Against Retaliation

The Fellowship encourages reporting of all perceived incidents of harassment. Retaliation against an individual for reporting a harassment claim or assisting in providing information relevant to a claim is a serious violation of this policy and will be treated with the same strict discipline, as would the harassment itself. Acts of retaliation should be reported immediately and will be promptly investigated.

Responsive Action

Harassment is a form of misconduct and will be dealt with immediately and appropriately. Responsive action may include, for example, disciplinary action such as warnings, reprimands, loss of a leadership position or expulsion from the Fellowship.

AAGL – Elevating Gynecologic Surgery
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