IFPTE Code of Conduct
I. Purpose
The International Federation of Professional and Technical Engineers (IFPTE) is committed to providing an environment free of discrimination and harassment, regardless of an individual’s race, ethnicity, religion, color, sex, age, national origin, sexual orientation, disability, gender identity or expression, ancestry, pregnancy, or any other characteristic prohibited by law. As such, IFPTE will not tolerate discriminatory, harassing, or otherwise unacceptable behavior by participants, vendors, presenters, or any other attendee at any of its activities, events, or meetings. The following Code of Conduct applies to IFPTE activities, events, and meetings, and all participants in such IFPTE-sponsored events are expected to abide by it. This Code of Conduct does not apply to internal staff matters that are otherwise covered by existing policies, procedures, and laws.
II. Definitions
A. Discrimination
IFPTE defines discrimination under this Code of Conduct as making a decision or judgment or taking an action based upon another person’s race, ethnicity, religion, color, sex, age, national origin, sexual orientation, disability, gender identity or expression, ancestry, pregnancy, or any other characteristic prohibited by law.
B. Harassment
Harassment consists of unwelcome verbal, visual, or physical conduct that is based upon another person’s race, ethnicity, religion, color, sex, age, national origin, sexual orientation, disability, gender identity or expression, ancestry, pregnancy, or any other characteristic prohibited by law. It may include, but is not limited to, action s such as use of epithets, slurs, stereotyping, jokes, or threatening, intimidating, or hostile acts that relate to sex, race, age, disability, or other protected categories. Harassment may also include written or graphic material that is disseminated or displayed that denigrates or shows hostility toward an individual or group based upon protected characteristics, whether that material is sent by email, placed on walls, bulletin boards, computer screens or other devices, or elsewhere on the premises of the activity, event, or meeting.
C. Sexual Harassment
IFPTE considers sexual harassment for the purposes of this Code of Conduct as harassment, as defined above, that may involve unwelcome sexual advances, requests for sexual favors, and other unwelcome verbal, visual, or physical conduct of a sexual nature. It may involve conduct by a person of either gender toward a person of the same or opposite gender.
III. Expected Behavior
IFPTE expects all participants in IFPTE activities, meetings, or events to respect other individuals and groups and their views; to recognize and value individual differences; and to observe proper decorum.
IV. Unacceptable Behavior
IFPTE is a democratic institution that values open and vigorous discussion or the issues facing working people, the labor movement, and the country as a whole. This Code of Conduct is not intended to restrict free and open debate, but instead is intended to prevent unacceptable behavior that infringes upon the rights, views, and differences of other individuals or groups or upon the business of the meeting. Some examples of unacceptable behavior as defined under this Code of Conduct include, but are not limited to, the following:
Discriminatory or harassing speech or actions, including cyberbullying or cyberharassment, in the workplace or by any participant at an IFPTE activity, event, or meeting, including all related activities or one-on-one communications surrounding the IFPTE activity, event, or meeting;
Disruptive meeting behavior, including the making of dilatory or frivolous motions, speaking when not recognized, and making inappropriate remarks;
Harmful or offensive verbal or written comments or visual images related to race, ethnicity, religion, color, sex, age, national origin, sexual orientation, disability, gender identity or expression, ancestry, pregnancy, or any other characteristic prohibited by law;
Inappropriate use of nudity and/or sexual images in work or public spaces;
Bullying or stalking, under the common understanding of each;
Harassing photography or recording;
Uninvited sexual advances or contact;
Physical assault, including uninvited or unwanted touching or groping;
Real or implied threat of physical harm.
V. Procedure for Dealing with Unacceptable Behavior
Prior to the start of any large or significant IFPTE activity, event, or meeting, attendees will be informed of this Code of Conduct, and an ombudsperson or IFPTE staff person to whom complaints may be directed will be identified for all attendees. If the IFPTE activity, event, or meeting is a recurring or regularly held event, notification of the Code of Conduct and identification of the designated ombudsperson or staff person shall occur annually, or as necessary when the ombudsperson or designated staff person changes.
If an attendee is subject to what he or she believes is unacceptable behavior under this Code of Conduct, or is an attendee witnesses such behavior, she/he should inform the designated ombudsperson or IFPTE staff person immediately or as soon as practicable. If the staff person is not available, the attendee may inform another IFPTE staff person or leader, who will work with the designated person to respond to the complaint.
IFPTE takes these complaints seriously and may, at its discretion, take action that it deems appropriate after assessing the situation. Possible responses may include, but are not limited to, a warning or expulsion or the alleged offender from the IFPTE activity, event, or meeting. In the case of a virtual meeting, responses may also include muting a meeting participant and/or ejecting the participant from the meeting. Additionally, where appropriate, IFPTE may inform the alleged offender’s affiliate or employing entity of the unacceptable behavior and the complaint, or may initiate disciplinary proceedings for any offender who holds a position subject to discipline under IFPTE governing documents, policies, and procedures. If needed or requested, IFPTE will assist complainants in contacting security or local law enforcement, and may provide additional assistance to help complainants experiencing unacceptable behavior to feel safe for the duration of the activity, event, or meeting.
Any complaint brought to IFPTE’s attention shall be treated confidentially to the extent possible to properly assess the situation. IFPTE will take all appropriate steps to ensure the complainant is no longer subject to the unacceptable behavior.
IFPTE will not tolerate retaliation against any individual who complains or unacceptable behavior under this Code of Conduct and will take steps as appropriate and necessary if it believes such retaliation has occurred.
Nothing in this Code of Conduct shall create an employment relationship between IFPTE and any attendee of any IFPTE activity, event, or meeting.