Anti-Harassment Policy for ACI-Sponsored Events

Statement of Policy

It is the policy of the American Concrete Institute (ACI) that all participants in ACI and its subsidiaries’ activities and events will enjoy an environment free from all forms of harassment and retaliation. Harassment, sexual or otherwise, is a form of misconduct that undermines the integrity of ACI activities and events and violators of this policy will be subject to discipline.

Definition of Sexual Harassment

Sexual harassment refers to unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature. Behavior and language that are welcome/acceptable to one person may be unwelcome/offensive to another. Consequently, individuals must use discretion to ensure that their words and actions communicate respect for others. This is especially important for those in positions of authority since individuals with lower rank or status may be reluctant to express their objections or discomfort regarding unwelcome behavior.

Sexual harassment does not refer to occasional compliments of a socially acceptable nature. It refers to behavior that is not welcome, is personally offensive, debilitates morale, and therefore, interferes with work effectiveness. The following are examples of behavior that, when unwelcome, may constitute sexual harassment: sexual flirtations, advances, or propositions; verbal comments or physical actions of a sexual nature; sexually degrading words used to describe an individual; a display of sexually suggestive objects or pictures; sexually explicit jokes; unnecessary touching.

Definition of Other Harassment

Harassment on the basis of any other protected characteristic is also strictly prohibited. This conduct includes, but is not limited to the following: epithets, slurs, or negative stereotyping; threatening, intimidating, or hostile acts; denigrating jokes and display or circulation of written or graphic material that denigrates or shows hostility or aversion toward an individual or group.

Definition of Retaliation

Retaliation refers to taking some action to negatively impact another based on them reporting an alleged act of discrimination or harassment.

Scope of Policy

This policy applies to all attendees at ACI activities and events, including members, students, guests, staff, contractors, and exhibitors, participating in sessions, tours, and social events of any ACI or subsidiary meeting or other activity.

Reporting and Investigating an Incident

Any individual covered by this policy who believes that he or she has been subjected to harassment should report the incident to ACI’s Human Resources Director or ACI’s Executive Vice President, for review. To contact either of these individuals click here.

When reporting an incident be as detailed as possible. Include dates, times, places, nature of the incident, and comments made. Save emails, notes, etc. Include names and contact information for any witnesses to the incident.

All complaints will be treated seriously and be investigated promptly. Confidentiality will be honored to the extent permitted as long as the rights of others are not compromised.

When the investigation is complete, a summary of the findings and applicable action steps will be communicated to the complainant and the accused.

Retaliation Is Prohibited

ACI will not tolerate any form of retaliation against persons who file a complaint or assist in the investigation. Retaliation is a serious violation of this policy and, like harassment itself, will be subject to disciplinary action.

Disciplinary Action

Individuals engaging in behavior prohibited by this policy as well as those making allegations of harassment in bad faith will be subject to disciplinary action. Disciplinary action may include but is not limited to a verbal warning, ejection from the meeting or activity in question without refund of registration fees, reporting of their behavior to their employer, reporting of their behavior to their local chapter if they are a chapter officer, and/or being banned from participating in future ACI or subsidiaries’ meetings or other activities. The Board is granted the right in its Bylaws to terminate the membership of any member.

Appeal & Questions

In the event the individual is dissatisfied with the results of the investigation, he or she may appeal to the Executive Vice President of ACI.

Any questions regarding this policy should be directed to ACI’s Executive Vice President or ACI’s Human Resources Director Click Here for contact information.