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Anti-Harassment Policy

Non-Discrimination and Anti-Harassment Policies

I. Non-Discrimination Policy

The National Institute for the Psychotherapies Professional Association (“NIPPA”) is an equal opportunity organization and does not discriminate based on race, color, religion, sex, pregnancy, medical condition, sexual orientation, gender identity, national origin, ancestry, citizenship, age, physical or mental disability, or any other characteristic protected by state or federal law.

Furthermore, it is NIPPA’s policy that no project or activity administered by NIPPA shall exclude from participation, deny benefits to, or subject to discrimination any individual solely by reason of his or her disability as protected under the law.

If you, as a contractor, patron, vendor, employee, volunteer, guest, member of the Board of Directors (“Director”), officer, and/or member of the organization of NIPPA “Member”), believe you have been subjected to any form of unlawful discrimination, including harassment, please use the procedure found in Section III below. NIPPA will immediately undertake an effective, thorough and objective investigation and attempt to resolve the situation.

If NIPPA determines that unlawful discrimination or harassment has occurred, effective action will be taken commensurate with the severity of the offense. Appropriate action also will be taken to deter any future discrimination.

II. Anti-Harassment Policy

NIPPA does not tolerate nor condone any form of sexual harassment or any other type of harassment and/or discrimination in the workplace. If you have any questions regarding this policy or the supporting procedures and reporting process, do not hesitate to contact NIPPA’s President or, when appropriate, any Director.

NIPPA is committed to providing an environment free of unlawful harassment and discrimination. In keeping with this commitment, NIPPA shall not tolerate any form of sexual harassment or other unlawful discrimination. Harassment based on race, sex, national origin, religion, sexual orientation, gender identity, marital status, disability, or any other protected characteristic is a violation of state and federal law. NIPPA’s anti- harassment policy applies to all persons involved in the operation of NIPPA and prohibits unlawful harassment by any employee, contractor, patron, vendor, officer, Director, or volunteer of NIPPA.

Prohibited unlawful harassment includes, but is not limited to, the following behavior:

  • Verbal conduct such as epithets, derogatory jokes or comments, slurs or unwanted sexual advances, invitations or other inappropriate or offensive comments;
  • Visual conduct such as derogatory and/or sexually oriented posters, photography, cartoons, drawings, gestures or electronic media transmissions;
  • Physical conduct such as assault, unwanted touching, blocking normal movement or interfering with work because of sex, race or any other protected basis;
  • Threats and/or demands to submit to sexual requests as a condition of continued employment or membership, or to avoid some other loss, and offers of employment benefits or membership in return for sexual favors; and
  • Retaliation for having reported or threatened to report harassment.

III. Procedure for Addressing Complaints under the Non-Discrimination and/or Anti-Harassment Policies

Members that are subjected to, or are witnesses to, unlawful harassment should immediately report such conduct to the President of NIPPA, or to any Director. Please be as specific as possible, including the name(s) of the individual(s) involved as well as any witnesses and the date and location of the incident(s). It is strongly recommended that a written complaint with as many details as possible be submitted as well.

The President has full responsibility to investigate and resolve complaints involving violations of the policies stated herein, and to recommend to the Board of Directors the imposition of appropriate sanctions against violators. Should the President be the alleged harasser, or if you do not think that the President can be objective in investigating and resolving this matter, your complaint can be directed to any member of the Board of Directors for investigation and resolution.

At a minimum, when an employee or member complains about harassment, NIPPA shall:

  • Fully inform the Member of their rights to complain and redress the harassment; the Member shall be informed of their own obligations to secure their rights and of any assistance available to them under NIPPA’s procedures;
  • Immediately conduct a thorough, objective and complete investigation of the alleged harassment. NIPPA shall make a determination about whether unlawful harassment occurred and communicate this finding to the harasser and any other concerned party; and
  • Take prompt and effective remedial action if harassment has occurred. The action shall be commensurate with the severity of the offense and shall be made known to the victim unless the specifics of the action taken would violate the privacy rights of the violator.
  • NIPPA strongly encourages every Member to report any incident of harassment immediately (even if the Member is not the victim of the harassment) so that complaints can be resolved in a timely and appropriate manner.

Approved by NIPPA Board of Directors – 3/9/2020