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BIOPHYSICAL SOCIETY NEWSLETTER
9
FEBRUARY
2016
Investigative Process
Anyone who feels harassed is encouraged to imme-
diately inform the alleged harasser that the behav-
ior is unwelcome. In many instances, the person
is unaware that their conduct is offensive and
when so advised can easily and willingly correct
the conduct so that it does not reoccur. Anyone
who feels harassed IS NOT required to address
the person believed guilty of inappropriate treat-
ment. If the informal discussion with the alleged
harasser is unsuccessful in remedying the problem
or if complainant does not feel comfortable with
such an approach, he/she should contact BPS's
Executive Director or the Society President, or any
BPS Officer. All complaints will be promptly and
thoroughly investigated.
All reports of harassment or sexual harassment
will be treated seriously. However, absolute
confidentiality cannot be promised nor can it be
assured. BPS will conduct an investigation of any
complaint of harassment or sexual harassment,
which may require limited disclosure of pertinent
information to certain parties, including the al-
leged harasser.
No retaliation will be taken against any employee,
member, volunteer, exhibitor, or supplier because
he or she reports a problem concerning possible
acts of harassment. Employees, members, volun-
teers, exhibitors, or suppliers can raise concerns
and make reports without fear of reprisal.
Investigative Procedure
Once a complaint of harassment or sexual harass-
ment is received, BPS will begin a prompt and
thorough investigation.
1. An impartial investigative committee, consist-
ing of the Past-President, current President,
and President-Elect will be established.
2. The committee will interview the complainant
and review the written complaint. If no writ-
ten complaint exists, one will be requested.
3. The committee will speak to the alleged of-
fender and present the complaint.
4. The alleged offender will be given the op-
portunity to address the complaint, with
sufficient time to respond to the evidence and
bring his/her own evidence.
5. If the facts are in dispute, the investigative
team may need to interview anyone named as
witnesses.
6. The investigative committee may seek BPS
Counsel’s advice.
7. Once the investigation is complete, the com-
mittee will report their findings and make
recommendations to the Society Officers.
Disciplinary Actions
Individuals engaging in behavior prohibited by
this policy as well as those making allegations of
harassment in bad faith will be subject to disci-
plinary action. Such actions range from a verbal
warning to ejection from the meeting or activ-
ity in question without refund of registration
fees and the reporting of their behavior to their
employer. Repeat offenders may be subject to
further disciplinary action, such as being banned
from participating in future Society meetings or
Society-sponsored activities. In the event that the
individual is dissatisfied with the results of the in-
vestigation, he or she may appeal to the President
of the Society. Any questions regarding this policy
should be directed to the BPS Executive Officer or
other Society Officer.
BPS Management
Responsibility
Every officer, director, supervisor, and manager
is responsible for ensuring that BPS provides an
environment free of harassment and inappropri-
ate behavior and that complaints are handled
promptly and effectively. The BPS Society Office
and Officers must inform the Society membership
and all vendors and suppliers about this policy,
promptly investigate allegations of harassment,
take appropriate disciplinary action, and take steps
to assure retaliation is prohibited.