Non-discrimination Policy

The LEAGUE of Amazing Programmers ("The LEAGUE") is committed to an environment where everyone is treated with dignity and respect. Each individual has the right to work or study in a professional community that promotes equal opportunities and prohibits unlawful discrimination and harassment.

This policy ensures that all members can work or study free from unlawful harassment, discrimination, and retaliation. The LEAGUE will make every reasonable effort to ensure the community understands these expectations and that complaints are investigated and resolved appropriately.

Employees, students, and members with questions about these policies should contact the Executive Director or a member of the Board of Directors. These policies cannot be used as a reason to exclude or separate individuals based on gender or any protected characteristic. The LEAGUE prohibits disparate treatment related to terms, conditions, privileges, or benefits of employment or membership.

The LEAGUE ensures equal employment opportunity without discrimination or harassment on the basis of race (including hairstyle and texture), color, religion, sex, sexual orientation, gender identity or expression, age, disability, marital status, citizenship, national origin, genetic information, or any other characteristic protected by law.

The LEAGUE encourages reporting of any perceived discrimination or harassment. Reports are investigated promptly and thoroughly. Retaliation against any individual who reports or participates in an investigation is prohibited.

Sexual harassment is discrimination and is illegal under federal, state, and local laws. As defined by Equal Employment Opportunity Commission guidelines, sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when:

• Submission to the conduct is made explicitly or implicitly a term or condition of employment;
• Submission to or rejection of the conduct is used as the basis for employment decisions; or
• The conduct unreasonably interferes with work performance or creates an intimidating, hostile, or offensive environment for staff or students.

Title VII of the Civil Rights Act of 1964 recognizes two categories of sexual harassment: quid pro quo and hostile work environment. Sexual harassment can involve subtle or overt behavior and may occur between individuals of any gender. Examples include unwanted advances, sexual jokes, comments about someone's body, leering, unwanted touching, or displaying sexually suggestive objects or images.

Harassment based on any protected characteristic is prohibited. Harassment includes verbal, written, or physical conduct that denigrates or shows hostility toward an individual because of a protected characteristic or that of their relatives, friends, or associates, and that:

• Creates an intimidating, hostile, or offensive environment;
• Unreasonably interferes with work performance; or
• Adversely affects employment opportunities.

Examples include epithets, slurs, negative stereotyping, threatening or hostile acts, denigrating jokes, and written or graphic material that shows hostility or aversion toward an individual or group.

These policies apply to all applicants and employees, whether the conduct is by fellow employees or by individuals not directly connected to The LEAGUE, such as vendors or customers. The policies cover conduct in the workplace and in any work-related setting outside the workplace.

The LEAGUE encourages reporting of all perceived incidents, regardless of the offender's role. Individuals who believe they are experiencing prohibited conduct should contact their teacher, the operations team, the Executive Director, or a Board member.

Individuals are also encouraged to advise the offender directly that the behavior is unwelcome. If the situation persists or if direct communication is not possible, the formal complaint procedure is available.

Those who believe they have experienced or witnessed prohibited conduct should discuss concerns with the Executive Director or a Board member. Prompt reporting allows for timely, constructive action.

Reported allegations will be investigated promptly. The process may include individual interviews with involved parties and witnesses. The LEAGUE maintains confidentiality during the investigation as much as possible while allowing a thorough review.

Retaliation against anyone reporting or participating in an investigation is prohibited and will result in disciplinary action. Responsive actions may include training, counseling, warnings, removal from classes, reassignment, suspension, or termination, depending on the circumstances.

If a party disagrees with the resolution, they may appeal to the Executive Director or the Board chair. False and malicious complaints, as opposed to good-faith concerns, may result in disciplinary action.

Download the Student Code of Conduct.

Visit the California Department of Education Equal Opportunity and Access page for more information.