MEETING SAFETY POLICY and EVENT CODE OF CONDUCT

December 18, 2024

Purpose

This policy (“Policy”) defines a code of conduct for Attendees of the Society of American Archaeology (“SAA”) Annual Meeting and SAA events and states how SAA will respond to reports of misconduct. This Policy will be reviewed and updated every three years unless events and situations necessitate earlier action.

Everyone is entitled to a safe and harassment-free environment and experience when participating in SAA activities. SAA understands participation at its events is an important part of career development, and members and leadership affirm the values of respect, equity, multicultural pluralism, and nondiscrimination at these gatherings. Harassment harms the individual. 

Harassment also damages the SAA community by discouraging participation in SAA events and compromising the exchange of ideas central to SAA’s mission to promote and stimulate interest and research in the archaeology of the Americas and beyond.

Because of the importance of the SAA events to career development and concerns at the Society about inclusion of marginalized groups in the Society’s events, the SAA has elected in this Policy to give priority to survivors of harassment and assault and to ensure their ability to participate freely in SAA events. 

Scope

The Policy applies to all Attendees at the SAA Annual Meeting and any other SAA events, which includes the conference rooms and organized sessions of the SAA; SAA organized workshops, excursions, receptions, webinars, and SAA committee, task force, and interest group meetings. Although reportable incidents are not limited to those occurring at SAA meetings and events, any expulsions or restrictions are limited to areas under SAA control. For example, the SAA can bar or exclude a Subject Individual from conference sessions, exposition halls, SAA meetings, or social events; however, the SAA’s ability to restrict a Subject Individual from spaces accessible to the public is limited.

Definitions

Attendee: Any SAA member or participant at an SAA meeting or event, which includes representatives attending the conference as exhibitors and vendors

Code of Conduct: SAA Event Code of Conduct (see final section of this Policy)

Complainant: The individual submitting a Disclosure or Formal Complaint. (In prior version of the Policy, this person was the called the “Threatened Individual.”)

Disclosure(s): A Disclosure occurs when an Attendee notifies the SAA President or Executive Director of a violation of the Code of Conduct or other misconduct and requests assistance from the SAA to enable the Attendee’s continued safe participation in SAA activities. The violation may have occurred at an SAA event or elsewhere, or at any point in the past. Disclosure does not require further investigation or identifying the Subject Individual(s). Disclosure does not require naming the Attendee to the Subject Individual(s). 

Finding: A conclusion from an adjudicative process (i.e. a defined process that gave both parties consideration, investigates claims and then deliberates on the evidence to make an informed conclusion) whose conclusions name Subject Individual(s) and what the investigation found. Examples include, but are not limited to, court cases, reports that result from Title IX investigations or Register for Professional Archaeologists grievance cases.

FVC: SAA Findings Verification Committee

Ombuds: SAA-designated individual(s) who act as confidential resources for meeting Attendees. The Ombuds retained by SAA for its Annual Meeting shall follow the Standards of Practice and Code of Ethics of the International Ombudsman Association.

Policy: SAA Meeting Safety Policy

Formal Complaint(s): A Formal Complaint occurs when an Attendee or member notifies the SAA President or Executive Director of a violation of the Code of Conduct and requests the SAA act against the Subject Individual to enable the Attendee’s safe participation in SAA activities. (In prior version of the Policy, this document was called a “Report.”)

Subject Individual: The person against whom a Disclosure or Formal Complaint is made. 

Third Party Advocate: An individual who submits a Disclosure or Formal Complaint on behalf of a Complainant

Threatened Individual: See “Complainant” above.

SAA Representatives with Authority under the Policy

SAA Leadership
Board of Directors
SAA President
FVC

Staff Leadership
Executive Director

General

Required Attendee Self-Certification and Disclosure

Registrants for the SAA Annual Meeting are required to self-certify as follows:

I am not and have not ever been the subject of adverse findings from a discrimination or harassment lawsuit or administrative complaint.

Further, I do not have and have not had a current or pending disciplinary action, such as suspension or termination of registration resulting from a Register of Professional Archaeologists’ grievance investigation.

A list of the names of advance registrants will be posted online behind the log-in wall for other advance registrants to review within two days of advance registration closing. Advance registrants who are on the program are also included in the Preliminary Program when it is published online in late December.

Onsite Formal Complaint

Attendee Health and Safety

When an Attendee discloses or reports an incident of misconduct, the SAA’s first immediate priority will be the health, safety, and well-being of the Attendee. Except in emergency situations, where the venue policy and procedure take precedence, the SAA Executive Director and SAA President, in consultation with legal counsel and venue security, will determine whether the involvement of local law enforcement is necessary or prudent.

This Policy authorizes the following actions to be taken in the event of a Formal Complaint filed onsite at an annual meeting. These actions may include, but are not restricted to, the following:
● Providing the Complainant access to escorts to, from, and during the Annual Meeting.
● Removing the Subject Individual from the Annual Meeting.
● Requiring the Subject Individual to modify and/or restrict their behavior and activity at the SAA Annual Meeting.
● Other reasonable steps, consistent with the nature of the alleged misconduct.

The SAA President and Executive Director will complete a written memo, summarizing the facts obtained and the resolution. The Complainant and Subject Individual will receive a copy. There may be circumstances in which identities shall be left out or redacted from the memo.

The SAA President and Executive Director shall be responsible for prompt updating to the Complainant about the actions taken. The SAA President and Executive Director will be responsible for notifying the Subject Individual about actions the SAA is taking.

The SAA President and Executive Director’s memo shall be sent to the FVC for further review and determination of whether the Subject Individual should be barred from future SAA Annual Meetings or events.

Disclosure and Formal Complaint

General

Article X: Meetings of the Society, Section 4 of the SAA Bylaws states:

Upon being presented with credible evidence that an individual has been found, by a court of competent jurisdiction or an administrative or regulatory body, to have engaged in conduct or actions contrary to the ideals, objectives, and accepted standards of the Society as set forth in these Bylaws, Board policies, or the SAA Principles of Archaeological Ethics, the Board may bar that individual from attending the Annual Meeting and other SAA-sponsored events.

Such conduct or action shall include, but is not limited to, sexual assault and harassment.

For the purposes of this Policy, the Register of Professional Archaeologists (“RPA”) is considered an administrative body with respect to its Grievance Process.

SAA encourages reporting of any conduct in violation of the Code of Conduct, regardless of the identity of the offender. While SAA encourages individuals to firmly and promptly notify the offender that the behavior is unwelcome, SAA also recognizes that power and status disparities between the offender and the recipient of the offensive conduct may make such a confrontation problematic. Consequently, such direct communication is not a requirement or prerequisite for filing a Formal Complaint.

An Attendee may submit a Disclosure at any time by e-mailing the SAA President ([email protected]) and/or Executive Director ([email protected]).

An Attendee or member may submit a Formal Complaint up to sixty (60) days prior to an SAA event or the opening session at the SAA Annual Meeting by e-mailing the SAA President ([email protected]) and/or Executive Director ([email protected]). The Subject Individual needs to be an actual or potential meeting Attendee.

Formal Complaints and Disclosures can be made orally or in writing. There may be circumstances, particularly with Onsite Formal Complaints, where an oral report may need some written documentation. 

To assist, a form for submission of a written Disclosure or Formal Complaint is attached to this Policy as Appendix A, and all Attendees and members are encouraged to use this form. 

A Complainant may designate a Third Party Advocate to represent them when submitting a Disclosure or Formal Complaint, provided the Third Party Advocate can present written proof or confirmation of such designation to ensure such third party is authorized to speak on the Complainant’s behalf (e.g., signed letter or affidavit). To assist this process, a form for Third Party Advocates is attached to the Policy as Appendix C. Individuals who are submitting Formal Complaints on behalf of other SAA members or Attendees are encouraged to use the form and note that the Disclosure or Formal Complaint is on another person’s behalf.

Disclosure

Disclosure(s) are the mechanism by which an Attendee requests assistance from the SAA President or Executive Director to enable the Attendee’s continued safe participation in SAA activities. The Complainant may describe a violation, and that misconduct may have occurred at an SAA event or elsewhere, or at any point in the past. Disclosure does not require further investigation or identifying the Subject Individual(s). Disclosure does not require naming the Complainant to the Subject Individual(s). A Disclosure may be made to the SAA President or Executive Director. 

Disclosures submitted sixty (60) days prior to the event (or earlier) shall be reviewed by the SAA Executive Director, the SAA President, and SAA counsel for purposes of arranging any accommodations requested to ensure the Complainant’s safe participation at the SAA Annual Meeting. The SAA Ombuds for such Annual Meeting will be made aware of the matter and briefed on the accommodations made.

In cases where a Disclosure is made, actions that may be taken will be limited to making accommodations for the Complainant, such as contacting the Committee on Annual Meeting Safety to escort Complainant to, from, and during SAA events at the Annual Meeting. 

The Complainant’s identity shall remain anonymous unless the Complainant elects to be identified. 

Formal Complaint

Formal Complaints are the mechanism through which an Attendee or member notifies the SAA President or Executive Director of a violation of the Code of Conduct, and requests that the SAA review the matter and act against the Subject Individual to enable the Complainant’s continued safe participation in SAA activities. Formal Complaint(s) may be made to the SAA President or Executive Director.

Formal Complaints require identifying the Subject Individual. Formal Complaint(s) require a description of the alleged incident of misconduct from the Subject Individual and may be strengthened by statements from any witnesses to the incident. 

The SAA President and Executive Director will provide the Subject Individual with a description of the incident and request a timely response. In the case of Onsite Formal Complaints, this may occur after the meeting has ended. The SAA President and Executive Director will reiterate the non-retaliation provision of the Code of Conduct to the Subject Individual.

Findings Verification Committee (FVC)

The FVC shall be made up of no fewer than three (3) SAA members, at least one member elected by the Membership and the remainder of the committee is appointed by the Board of Directors. Committee members serve staggered three (3)-year terms. The Committee shall be authorized to review Formal Complaints and shall be charged with recommending to the Board under Article IX, Section 4 of the SAA Bylaws whether Subject Individual should be barred from future SAA events. 

The FVC is charged by the Board of Directors with verifying credibility of evidence (principally the Findings), relevance of any Findings for event safety, and recommending to the Board whether a Subject Individual should be barred from attending the SAA Annual Meeting or other SAA-sponsored events and for what period. In determining its recommendation, the FVC shall receive and review evidence that the Subject Individual has been found, by a court of competent jurisdiction or an administrative or regulatory body, to have engaged in conduct or actions contrary to the ideals, objectives, and accepted standards of the Society as set forth in these Bylaws, Board policies, or the SAA Principles of Archaeological Ethics. The FVC shall not have the authority to independently receive Formal Complaints, or to initiate its own inquiry or investigation with respect to any individual or group.

The FVC’s deliberations may include SAA Counsel, identified to it by the SAA President or Board of Directors. 

FVC Report and Recommendation

Upon determining that the documentation underlying the Formal Complaint is sufficient, relevant to annual meeting safety, and credible, the Committee shall document its review and recommend to the Board whether the Subject Individual should be barred from the SAA Annual Meeting and other SAA-sponsored events (“FVC Report.”) Copies of the FVC Report and recommendation shall be made available to the Complainant, the Subject Individual, and the Board of Directors.

The FVC has authority to redact the Report and its recommendation to protect any identities, including that of the Complainant, should it determine it is prudent to do so.

Upon receipt of the FVC Report and recommendation, the Board shall review. In cases where the FVC Report recommends action be taken against a Subject Individual, the Subject Individual will be provided the FVC Report and recommendation. The Subject Individual shall have 15 business days to respond. 

Fifteen (15) business days after providing the Subject Individual with the FVC Report or longer, the Board will then review the FVC Report and recommendation as well as any response from the Subject Individual and determine what action to take. 

If an FVC recommendation to bar a subject individual is adopted by the Board of Directors, SAA Staff shall be directed to implement all appropriate administrative steps to ensure the Subject Individual is prevented from registering for or attending the relevant future SAA events, including the Annual Meeting. Such steps may include measures to identify and prevent the Subject Individual from onsite registration for the relevant SAA events and may involve asking registrants to provide identification when they pick up their badges.

Reconsideration

Subject Individuals against whom the SAA Board of Directors has barred from attending SAA events may request reconsideration (“Reconsideration”) as described below. 

Foremost, the Meeting Safety Policy is designed to protect the safety of Attendees at SAA meetings and events. Accordingly, the purpose of a Reconsideration policy is not to ‘allow’ Subject Individuals to return, but rather to ensure that the Board does not rely on arbitrarily set terms of exclusion that could allow Subject Individuals to return without demonstrating their ability to conduct themselves in a way that does not hinder the safety of other Attendees. The success of a Reconsideration request requires the Subject Individual to show—beyond a reasonable doubt—that they have taken appropriate and concrete steps to educate themselves about the impacts of their offending behavior and to change the underlying attitudes and behavioral patterns at issue. 

Reconsideration requests must include a signed declaration from the Subject Individual of their fitness to return to active SAA annual meeting and event attendance and should explicitly and in detail identify steps taken (1) to understand the impacts of their offending actions in the past and (2) to prevent involvement in future safety violations with any relevant evidence to support the request. Reconsideration requests should be authored by the Subject Individual, and the FVC will not consider personal letters or character references unless they are from Threatened Individuals who disclose themselves as such in the supporting document. To avoid appearance of retaliatory behavior, however, the Subject Individual is advised not to initiate contact with a Threatened Individual for such a letter. Thus, any letter from a Threatened Individual would need to explain that they are writing on their own volition.

A Subject Individual is not eligible for Reconsideration until at least twenty-four (24) months have passed since the SAA Board action that established their exclusion.

The FVC is charged with evaluating Reconsideration requests and submitting its recommendation to the Board who will determine whether to grant the Reconsideration. 

Confidentiality and Records

Confidentiality

All matters falling under this Policy will be held strictly confidential and limited to a need-to-know basis within the SAA Board of Directors, FVC, Ombuds, SAA Staff, and SAA Counsel. Confidentiality shall be maintained in the interest of protecting the Complainant and the Subject Individual against whom a Disclosure or Report is made. 

Notwithstanding the confidentiality of any Disclosure or Formal Complaint, the identity of any individual or party to a Disclosure or Formal Complaint may be made known on a need-to-know basis. It is understood that when an adverse determination is made against a Subject Individual, the identity of such Subject Individual will be disclosed on a need-to-know basis, to effectuate the intent of this Policy.

Records

All SAA deliberations regarding any Disclosure or Formal Complaint, including but not limited to deliberations of the Ombuds, FVC, and SAA Board, shall be kept strictly confidential and destroyed by the Executive Director. 

Register of Professional Archaeologists (RPA) Referral and Request for Investigation

The following process allows the SAA to work with the Register of Professional Archaeologists (“RPA”), a regulatory body for purposes of this policy, to handle referrals concerning potential misconduct (“Referral.”)

In some cases, an Advance Formal Complaint may be submitted to the SAA without a Finding. In other words, the Advance Formal Complaint does not include verifiable evidence that the Subject Individual has been found, by a court of competent jurisdiction or an administrative or regulatory body, to have engaged in conduct or actions contrary to the ideals, objectives, and accepted standards of the Society as set forth in these Bylaws, Board policies, or the SAA Principles of Archaeological Ethics.

An Advance Formal Complaint may not include a Finding, either because no Finding has been made or because the Finding is sealed or otherwise unavailable. 

In cases in which an Advance Formal Complaint lacks a Finding and in which Complainant and the Subject Individual are SAA members, the FVC may make a Referral to the RPA. The FVC chair will work with the SAA Meetings and Membership Manager to ensure that the Subject Individual is a SAA member and that the Complainant is a SAA member or a registered SAA event Attendee. 

In the event that the FVC is unable to make a determination on the information presented in an Advance Formal Complaint based on the absence of a Finding, the FVC chair will offer the Complainant the option to move to a next phase of review through the RPA’s Grievance Process, understanding that without the added review the FVC has concluded that it would not otherwise be able to recommend SAA action against the Subject Individual for lack of a Finding relevant to the claim. In cases in which the Complainant is using a Third Party Advocate, the Complainant will have to be named in order to pursue the Referral process. 

Once a Referral has been made by the Chair of the FVC, the Formal Complaint will be forwarded to the RPA’s Grievance Coordinator for review under the RPA’s Grievance Process using the RPA’s Code of Conduct (outlined in the Memorandum of Understanding [MOU] between the SAA Board and RPA Board). By forwarding the Formal Complaint, the SAA agrees to the terms of the RPA’s Grievance Process. The Complainant will be notified of this Referral by the SAA at the time that this has been done. If a Grievance Committee is convened, that Committee shall follow the RPA’s Grievance Process and RPA notification procedures would prevail from this point forward. For non-RPA registrants, the highest level of action by the RPA shall be a Grievance Coordinator report to the SAA FVC. For RPA registrants, the RPA may also take action independent of SAA. 

The Referral will be evaluated by the RPA using its MOU with SAA. This process follows RPA’s procedures, available here [https://rpanet.org/about-grievance]. The decision to review or decline the Referral will be conveyed to the FVC chair consistent with the RPA’s procedures for making a determination of merit. Updates provided to the FVC chair will also follow the RPA’s procedures. 

The RPA’s Grievance Coordinator will report their finding to the FVC. By accepting receipt of the RPA report, SAA agrees that any materials will not be shared beyond those who have a need to know. The RPA report will include:
● Merit determination by the RPA Grievance Coordinator
● A report on the nature, scope, and gravity of any Finding 

Pursuant the SAA Meeting Safety Policy, the FVC evaluates all Findings and then makes a recommendation to the SAA Board of Directors regarding any action in response to the Finding. This does not preclude the RPA from taking action separately in instances in which the Subject Individual is also a Registrant. Any recommendation for action by the SAA shall be made without regard to the RPA registration status of anyone under investigation.

Ombuds

Role 

For each SAA Annual Meeting, the SAA will designate Ombuds (“Ombuds”) to serve as confidential resources for meeting Attendees. The primary duties of the Ombuds are (1) to work with meeting Attendees to explore and assist them in determining options to help resolve conflicts, problematic issues, or concerns, and (2) to bring systemic concerns to the attention of the organization for resolution. 

The Ombuds will operate in a manner to preserve the confidentiality of meeting attendees who come to them, will maintain a neutral/impartial position with respect to the concerns raised, and are independent of formal SAA organizational structures.

Attendees who submit a Disclosure or Formal Complaint will be encouraged to speak with the SAA Ombuds at the Annual Meeting as well. The Ombuds will explore with the Attendee ways to stay safe and ways to participate as fully as possible in the meeting. If a formal report has not been submitted by the Attendee (in cases where a Disclosure has been made), the Ombuds may discuss the option of filing an Onsite Formal Complaint with the SAA as outlined in this Policy; a complaint with the Subject Individuals’ employing institution or local law enforcement; or a grievance with the Register of Professional Archaeologists or another adjudicating body; along with exploring local, institutional, legal, and interpersonal options.

Scope

Activities and functions most frequently undertaken by an Ombuds include, but are not limited to:

● Listens and understands issues while remaining neutral with respect to the facts. The Ombuds doesn’t listen to judge or to decide who is right or wrong. The Ombuds listens to understand the issue from the perspective of the individual. This is a critical step in developing options for resolution.
● Assists in reframing issues and developing and helping individuals evaluate options. This helps individuals identify the interests of various parties to the issues and helps focus efforts on potential options to meet those interests.
● Guides individuals to deal directly with other parties, including the use of formal resolution resources of the organization. An Ombuds often seeks to help individuals improve their skill and their confidence in giving voice to their concerns directly.
● Refers individuals to appropriate resolution resources. An Ombuds may refer individuals to one or more formal organizational resources that can potentially resolve the issue.
● Assists in surfacing issues to formal resolution channels. When an individual is unable or unwilling to surface a concern directly, the Ombuds can assist by helping give voice to the concern and/or creating an awareness of the issue among appropriate decision-makers in the organization.
● Facilitates informal resolution processes. An Ombuds may help to resolve issues between parties through various types of informal mediation in cases where parties consent to this informal process.
● Identifies new issues and opportunities for systemic change for the organization. The unique positioning of the Ombuds serves to provide unfiltered information that can produce insight to issues and resolutions. The Ombuds is a source of detection and early warning of new issues and a source of suggestions of systemic change to improve existing processes.

What an Ombuds does not do

Because of the informal, neutral, confidential, and independent positioning of an Ombuds in an organization, they typically do not undertake the following roles or activities:

● Participate in formal investigations or play any role in a formal issue resolution process.
● Serve in any other organizational role that would compromise the neutrality of the Ombuds role.
● Receive notice for the organization.
● Make binding decisions or mandate policies.
● Create or maintain records or reports of individual visitors and individual consultations for the organization.

For the SAA Annual Meeting, the Ombuds will not be archaeologists. The SAA Ombuds will be as visible as possible at the Annual Meeting to be easily identified by meeting Attendees. 

SAA Ombuds may, with the permission of the Attendees who come to them, make recommendations to the SAA President and Executive Director about specific actions that might enhance the safety and well-being of the individuals while at the Annual Meeting. In situations where the Code of Conduct is implicated, the SAA President and Executive Director shall advise the individual of the disclosure and reporting process outlined in Section IV below.

Ombuds will be on-site and accessible during the Annual Meeting and available by e-mail, phone, and for face-to-face meetings. Ombuds’ contact information will be published in all SAA Annual Meeting collateral materials (printed and online), including on SAA meeting badges.

Any meeting Attendee may reach out to the SAA Meeting Ombuds. This is an independent, informal, and confidential process that enables attendees to discuss any matter of discomfort or distress. The topic of concern may have occurred at an SAA event or elsewhere, or at any point in the past. Connecting with the Ombuds does not require identifying the individual against whom the report is being made (“Subject Individual”) nor naming the Attendee to the Subject Individual(s) or to the SAA.

Ombuds visits are intended to explore creatively the range of legal, institutional, policy, and personal options and to discuss with the visitor benefits and disadvantages to help the individual identify solution(s) that best support them.

While high-level data about the overall categories and types of issues will be shared with the Board by the Ombuds (in the interest of improving the meeting in the future), the Ombuds will adhere to their obligation of confidentiality (unless the individual consents to disclosure), and no specific or identifying information will be shared with the SAA.

Visiting an Ombuds is not mutually exclusive with other processes (e.g., Disclosure or Formal Complaint.)

Selection and Identification

The SAA Ombuds retained for the SAA Annual Meeting shall hold the CO-OP® certification from the International Ombudsman Association or possess the appropriate professional qualifications and experience to fulfill the obligations and duties as described herein. At the SAA Annual Meeting, there shall be at least one Ombuds.  If there are more than one (1) Ombuds, they shall be of different genders.  The Ombuds positions will be filled by the SAA Executive Director after candidate interviews have taken place with a panel made up of the SAA President or designee(s) and SAA Counsel. Upon selection, the SAA Annual Meeting Ombuds’ names and contact information will be published in all appropriate Annual Meeting collateral materials. The SAA Ombuds will be as visible as possible at the Annual Meeting and be clearly badged as the “Ombuds.”

Documentation

The Ombuds will summarize for the Board within two (2) months of the Annual Meeting basic demographics and problem categories of those who utilized the service (without any identifying information) at the SAA Annual Meeting and will provide any feedback and recommendations the SAA might wish to consider regarding future meetings. 

EVENT CODE OF CONDUCT

SAA meeting participants involved in SAA activities and events are expected to conform to the principles and provisions of this Policy, the SAA Principles of Archaeological Ethics, and the RPA’s Code of Conduct (as outlined in the Memorandum of Understanding between Register of Professional Archaeologists and SAA). 

The following behaviors are prohibited at the SAA Annual Meeting and SAA events:

● Harassment of any kind, including sexual harassment, sexual assault, and coercion
● Physical or verbal abuse, including bullying. 
● Unwelcome comments and/or exclusionary behaviors related to an individual’s age, sex, gender identity and expression, perceived sexual identity, appearance or body size, military status, ethnicity, individual lifestyle, marital status, sexual orientation, physical or cognitive abilities, political affiliation, race, religion, or nationality. 
● Intimidation, stalking, or following.

For clarity, harassment may include, but is not limited to, offensive jokes, slurs, epithets or name calling, unwelcome physical contact, or threats, intimidation, ridicule or mockery, insults or put-downs, offensive objects or pictures, interference with event performance, or otherwise engaging in conduct that is severe or pervasive enough that a reasonable person would consider it harassing, hostile, or abusive. This includes, but is not limited to, sexual misconduct, bullying, intimidation, or retaliation.
. 
Professional argument and disagreement, petty slights, annoyances, and isolated incidents (unless extremely serious) will not rise to the level of violation of the Code of Conduct, although any matter is eligible for confidential discussion with the Ombuds.

Any Attendee who is required by their employer or by a legal process to refrain from certain behaviors or from contact with certain individuals is expected to adhere to those restrictions while participating in all SAA activities. Violation of employer requirements and/or legal restrictions will constitute a violation of this Code of Conduct if disclosed or reported.

Prohibition against Retaliation

Retaliation is when someone penalizes another person for

● Reporting, or expressing an intent to report, what the person believes in good faith to be assault, harassment, or any conduct prohibited by the SAA as stated herein.
● Assisting another in reporting assault or harassment, or any conduct prohibited by the SAA.
● Participating in any SAA inquiry, review, or investigation pertaining to misconduct
● Having previously reported assault, harassment, or misconduct, and/or having participated in an inquiry, review, or investigation, whether the potential violation occurred at SAA or elsewhere.

SAA strictly prohibits retaliation to ensure that SAA event participants feel comfortable coming forward with their concerns without fear of reprisal. Any person who engages in retaliation in violation of this Policy will be subject to barring or expulsion from SAA events, possible termination of membership, and will be ineligible for any future support or awards from the SAA. Violations of retaliation policy may be subject to other disciplinary actions, including SAA Board rescission of any awards or honors. 

Appendix A

Appendix B

Appendix C