The Society of Tribologists and Lubrication Engineers (“STLE” or the “Society”) is committed to providing an atmosphere that encourages the free expression and exchange of scientific ideas. As part of that commitment, it is dedicated to promoting an environment that is safe and comfortable for all participants in Society-related programs and activities and that encourages respect for the dignity of each individual. Harassment, sexual or otherwise, undermines the integrity of the Society, and STLE will not tolerate acts in violation of this policy.
Prohibited harassment includes any verbal, physical or visual conduct that tends to belittle or provoke or that offends or reasonably causes discomfort in another on the basis of an individual’s sex, gender, race, color, natural origin, ancestry, religion, age, marital status, parental status, veteran status, sexual orientation, physical or mental disability, or any other status protected by law.
Sexual harassment, in particular, includes any unwelcome verbal or written conduct of a sexual nature (e.g., jokes, innuendoes, slurs), physical conduct (e.g., touching or gesturing), unwelcome sexual advances, requests for sexual favors, graphic sexual or sexually-oriented displays (e.g., posters, pictures, screens savers), and/or any other verbal, visual, or physical displays or conduct of a sexual nature, which has the purpose of effect of interfering with an individual’s effective participation in Society-related programs or activities or creates an intimidating, hostile, or offensive environment. An individual need not be physically touched or directly propositioned for sexual harassment to occur.
STLE expects its members and all other participants in its programs to behave in a manner appropriate for a business environment. Thus, some types of conduct that may be acceptable in an informal social setting will not be considered acceptable in connection with Society-related programs and activities. For example, while sexually-oriented pictures and/or conversations may be appropriate in private between consenting individuals, they are not appropriate at Society events. On the other hand, prohibited sexual harassment does not include occasional compliments or voluntary relationships between participants in STLE activities that do not interfere with, or have a negative impact, on such activities.
An individual who believes that he or she has been the subject of, or has witnessed, harassment should immediately report the incident to the STLE Executive Director. The report may be oral or in writing, although writing is preferred and may be requested during an investigation. The report should include the names of the alleged harasser and the person allegedly harassed (or otherwise identify the parties to the greatest extent possible), the specific harassing conduct alleged, and any witnesses to the alleged harassment. Failure to promptly and properly report harassment may affect the Society’s ability to respond to any such harassment.
STLE will promptly investigate all reports of harassment. The nature and type of investigation conducted, and the individuals involved in determining the outcome of the investigation, will vary depending on the nature, scope and severity of the alleged incident(s) of harassment.
The investigation may include interviews with individuals alleged to have been involved in, to have witnessed, or to have knowledge of the alleged incident(s) of harassment, as well as requests for written statements from such individuals.
Information regarding the report and the individual(s) submitting a report will be kept confidential to the extent reasonably possible. STLE cannot, however, guarantee absolute confidentiality as some disclosure may be necessary to conduct an effective investigation and take effective remedial action.
Any individual determined to have violated this policy, as well as anyone making allegations of harassment in bad faith, will be subject to adverse action, including, but not limited to, censure, reporting of the violation to a third-party employer, curtailment or revocation of opportunities to attend or otherwise participate in STLE programs and activities, and, with respect to STLE members, referral for disciplinary action. STLE may take such other remedial measures as appropriate to remedy any harassment it finds.
STLE will not retaliate, or tolerate retaliation of any kind, against any member or other participant in STLE-related programs or activities who makes a good faith report of harassment or who participates in any way in a harassment investigation. Any individual found to have engaged in such retaliation will be subject to adverse action, including, but not limited to, censure, reporting of the violation to a third-party employer, curtailment or revocation of opportunities to attend or otherwise participate in STLE programs and activities, and, with respect to STLE members, referral for disciplinary action.
Adopted by the STLE Board of Directors as of May 2012