USATT Sexual Harassment Policy

USA Table Tennis (USATT) strives to provide a safe environment for its members and to protect the opportunity of its members to participate in our sport in an atmosphere that is free of harassment and abusive practices. USATT will not tolerate or condone any form of sexual harassment between or among any of its members, including coaches, officials, directors, employees, parents, athletes, and volunteers, during the participation in or preparation for a table tennis activity or event conducted under the auspices of USATT. 

Definition

For the purposes of this policy, acts of sexual harassment are unwelcome sexual advances, requests for sexual favours, or other verbal or physical conduct of a sexual nature when:

• submitting to or rejecting this conduct is used as the basis for making decisions which affect the individual;

• such conduct has the purpose or effect of interfering with an individual's performance; or

• such conduct creates an insulting, intimidating, humiliating, malicious, degrading  or offensive environment.

Sexual harassment can be perpetrated by males against females; females against males, between males or between females. 

Sexual Harassment Reporting and Complaint Resolution Procedures

A person who experiences or witnesses sexual harassment between or among USATT members is encouraged to make it known to the harasser that the behaviour is unwelcome, offensive, and contrary to this policy.

If confronting the harasser is not possible, or if after confronting the harasser the harassment continues, the complainant shall report the harassment to the USATT President or the USATT Executive Director as soon as is practicably possible.  Depending on the nature and/or severity of the harassment, the reporter may also choose to contact a local law enforcement agency or seek assistance from a local or state human rights commission.

The USATT officer to whom the harassment is reported shall communicate to the complainant:

• the options for pursuing an informal resolution of his or her complaint;

• the right to lay a formal written complaint under this policy when an informal resolution is inappropriate or not feasible;

• the confidentiality provisions of this policy;

• the right to be represented by a person of choice (including legal counsel) at any stage in the complaint process;

• the right to withdraw from any further action in connection with the complaint at any stage (even though USATT might continue to investigate the complaint); and

• other avenues of recourse, including the right to file a complaint with governmental agencies and law enforcement authorities.

There are three possible outcomes to this initial meeting of complainant and officer.

(a)  The complainant and officer agree that the conduct does not constitute harassment

• If this occurs, the harassment officer will take no further action and will make no written record. 

(b)  The complainant brings evidence of harassment and chooses to pursue an informal resolution of the complaint

• If this occurs, the officer will assist the two parties to negotiate a solution acceptable to the complainant.  If desired by the parties and if appropriate, the harassment officer may also seek the assistance of a neutral mediator.

• If informal resolution yields a result that is acceptable to both parties, the harassment officer will make a written record that a complaint was made and was resolved informally to the satisfaction of both parties, and will take no further action.

• If informal resolution fails to satisfy the complaint, the complainant will reserve the option of pressing a formal written complaint.

(c)  The complainant brings evidence of harassment and chooses to press a formal written complaint

• If this occurs, the officer shall forward the formal written complaint to the Chair of the Ethics and Disciplinary Committee. 

• The Chair of the Ethics and Disciplinary Committee shall resolve the matter following the procedures in Chapter XIX, Section 2 (Member Misconduct) of the USATT Bylaws.

Confidentiality

USATT understands that it can be extremely difficult to come forward with a complaint of sexual harassment and that it can be devastating to be wrongly convicted of sexual harassment.  USATT recognizes the interests of both the complainant and the respondent in keeping the matter confidential.

USATT shall not disclose to outside parties the name of the complainant and respondent, or the circumstances giving rise to a complaint, unless such disclosure is required for a disciplinary or other remedial process.

Condonation 

If a person in authority knows or should reasonably have known that harassment or abuse may have occurred and fails to report it or take appropriate action as set out in this policy statement, that person may be subject to disciplinary action per Article XIX, Section 2, of the USATT Bylaws.

Retaliation

Retaliation or threats of reprisal against an individual for filing a complaint under this policy or for participating or assisting in any procedure under this policy will be considered harassment for the purpose of this policy.