It is the policy of the American Academy of Orthopaedic Surgeons to specifically prohibit sexual harassment in any form. The Academy will not tolerate the sexual harassment of any employee by an employee or any non-employee (including orthopaedic surgeons, vendors, customers, consultants or other individuals who interact with Academy employees).
For purposes of this policy, sexual harassment is defined as "unwelcome" sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:
Examples of conduct that may constitute sexual harassment of Academy employees include, but are not limited to:
Any employee who believes that another employee's or nonemployee's actions or words constitute unwelcome sexual harassment (to oneself or to another employee) at the work site or off-site while on Academy business has a responsibility to report or complain about the situation as soon as possible. The report or complaint should be made to one of the following: the employee's manager or director, the Department of Human Resources, or the Office of General Counsel.
All complaints of sexual harassment will be investigated promptly, thoroughly and fairly. The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have observed the alleged conduct or may have other relevant knowledge. Employees are required to cooperate in any investigation. Every attempt will be made to keep facts learned during the investigation as confidential as possible, and such facts will be disclosed only to those who have a legitimate need to know. The resolution of each complaint will be communicated in a timely basis to the parties involved, including a description of what action, if any, will be taken by management in response to the complaint.
Any employee who is found to have violated this sexual harassment policy will be subject to appropriate disciplinary action, up to and including termination. In addition, any employee who knowingly falsely accuses another employee of sexual harassment will be subject to appropriate disciplinary action, up to and including termination.
Any reprisal or retaliation against an employee who makes a good faith report of sexual harassment or who provides information about such harassment is strictly prohibited. Any employee who engages in such reprisal or retaliation will be disciplined, up to and including termination.