ANTI-DISCRIMINATION POLICY

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.

ANTI-HARASSMENT POLICY

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 employment.

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.