KCCNY is committed to maintaining work environments, programs and activities that
are free of discrimination and harassment. Accordingly, KCCNY does not discriminate
against any individual on account of that individual's sex, race, color, religion,
age, sexual orientation or national or ethnic origin; nor does KCCNY discriminate
on account of any handicap. However, because whitewater paddling is an inherently
dangerous physical activity, KCCNY reserves the right to refuse participation in
paddling activities where the handicap in question would put the paddler or other
participants at risk.
It is the policy of KCCNY that all employees have the right to work and/or participate
in club activities in an environment free from any form of unlawful discrimination.
Harassment based upon an individual's sex, race, ethnicity, national origin, age,
religion or any other legally protected characteristics will not be tolerated. All
employees, including supervisors and other management personnel, are expected and
required to abide by this policy. No person will be adversely affected in employment
with the employer as a result of bringing complaints of unlawful harassment.
Sexual Harassment is a form of discrimination that is prohibited by state and federal
laws, and will not be tolerated. It is a violation of KCCNY policy for any supervisor
or employee, male or female to engage in sexual harassment. The discovery of such
conduct will lead to prompt disciplinary action, up to and including dismissal from
Any employee who believes he/she has experienced such verbal or physical conduct
by anyone, including a supervisor, co-worker, or a person doing business with or
for KCCNY, should tell the offender that such conduct is unwelcome and unacceptable.
If the offensive behavior does not stop, or if the employee is uncomfortable confronting
the offender, the employee must immediately report such conduct to their supervisor
or to the Board of Trustees.
All incidents of prohibited harassment that are reported will be investigated. The
supervisor or the Board of Trustees will immediately undertake or direct an effective,
thorough, and objective investigation of the harassment allegations. The investigation
will be completed as soon as practicable and a determination regarding the reported
harassment will be made and communicated to both the employee who complained and
to the accused harasser. If a complaint of prohibited harassment is substantiated,
appropriate corrective action will be taken, up to and including discharge. KCCNY
will also take appropriate action to correct the effects of the harassment and to
deter any future harassment.