MABA POLICIES

Policy Against Unlawful Harassment, Discrimination and Retaliation

The Mexican American Bar Association (“MABA”) is committed to providing a work environment that is free of unlawful harassment, discrimination and retaliation. In furtherance of this commitment, MABA strictly prohibits all forms of unlawful discrimination and harassment, including: discrimination or harassment on the basis of race, religion, color, sex, gender identity and expression, sexual orientation, national origin, ancestry, citizenship status, uniform service member and veteran status, marital status, pregnancy, age, protected medical condition, genetic information, disability or any other category protected by applicable state or federal law.

MABA’s policy against unlawful harassment, discrimination and retaliation applies to all employees, including supervisors, managers, board members, as well as to all unpaid interns and volunteers. MABA prohibits managers, supervisors, board members and employees from harassing co-workers, fellow board members, as well as MABA’s members, vendors, suppliers, independent contractors and others doing business with MABA. Any such harassment will subject an employee to disciplinary action, up to and including immediate termination. With regards to board members, any such harassment will subject the board member to disciplinary action, up to and including expulsion from the board. MABA likewise prohibits its members, vendors, suppliers, independent contractors and others doing business with MABA from harassing our employees.

Examples of Prohibited Sexual Harassment: Sexual harassment includes a broad spectrum of conduct including harassment based on sex, gender, gender identity or expression, and sexual orientation. By way of illustration only, and not limitation, some examples of unlawful and unacceptable behavior include:

unwanted sexual advances;

offering an employment benefit (such as a raise, promotion or career advancement) in exchange for sexual favors, or threatening an employment detriment (such as termination or demotion) for an employee’s failure to engage in sexual activity;

visual conduct, such as leering, making sexual gestures, and displaying or posting sexually suggestive objects or pictures, cartoons or posters;

verbal sexual advances, propositions, requests or comments;

sending or posting sexually-related messages, videos or messages via text, instant messaging, or social media;

verbal abuse of a sexual nature, graphic verbal comments about an individual’s body, sexually degrading words used to describe an individual, and suggestive or obscene letters, notes or invitations;

physical conduct, such as touching, groping, assault, or blocking movement;

physical or verbal abuse concerning an individual’s gender, gender identity or gender expression; and

verbal abuse concerning a person’s characteristics such as pitch of voice, facial hair or the size or shape of a person’s body, including remarks that a male is too feminine or a woman is too masculine.

MABA Bylaws

To view the MABA Bylaws please click here.

MABA Whistleblower Policy Statement

To view the policy please click here.