Code of Conduct

+ As a VME member I agree to:

1. Subscribe to the same standards of honor and integrity demanded by the military during my time in service.
2. Foster a climate of tolerance and inclusion within the organization. VME has a zero-tolerance policy on harassment or discrimination. We do not tolerate harassment, discrimination, or any activity that is considered a violation of local, state, or federal laws. Sexual harassment or discrimination based on sex, race, gender, age, political affiliation, or sexual orientation will not be tolerated.
3. Handle any disagreements with other parties in the organization as would be expected of an industry professional. You are expected to work your differences out with the other party directly and with civility.
4. Not publicly disparage other VME members, the VME leadership, or the organization itself.
5. Board of Directors reserves the right to take any action to maintain and preserve good order.
6. VME has a zero-tolerance for hostile, negative, and aggressive comments on social media and VMEConnect. If a post is not for you, please ignore it, it might be helpful to someone else. Keep comments constructive and positive. Admin and VME leadership have the right to delete and ban members who are acting unprofessional or harmful.
7. VME is a professional educational and networking organization. It is not affiliated with the VA or DoD. Membership is a privilege, not a right. The Board of Directors and General Managers reserve the right to revoke membership from anyone who violates organizational policies or breaks the Code of Conduct
8. Solicitation activities such as icontacting our members via facebook, social media, VMEConnect platform, or email for the purpose of selling products/services, political activities, handing out or passing along promotional materials, or making disparaging remarks about members are strictly prohibited.
   

+ Non-Solicitation Policy

VME is committed to creating a safe and open environment where Members can collaborate in a space that is free from solicitation in any form. Our non-solicitation policy covers any VME sponsored events whether in person or online , which is why everyone who becomes a member mist sign the code of conduct.

Solicitation activities such as contacting our members via facebook, social media, VMEConnect platform, or email for the purpose of selling products/services, political activities, handing out or passing along promotional materials are strictly prohibited.

+ Statement of Principles on Sexual Harassment

The VME Board and Officers issue the below Statement of Principles on Sexual Harassment and VME supports a zero tolerance policy for any form of discrimination, including sexual harassment.** The VME Board has identified the following principles as our starting point toward treatment of sexual harassment and discrimination.

• Sexual harassment is a form of employment discrimination, which is illegal under federal and state law.
• It is the legal and moral responsibility of our members and volunteers to adhere to both the letter and the spirit of these laws.
• VME supports a zero tolerance policy for any form of discrimination, including sexual harassment.
• Zero tolerance means that every claim of harassment or discrimination is taken seriously, and the investigation of every claim is thorough and transparent.
• Zero tolerance does not mean the absence of due process, or that there is a one-size-fits-all punishment for every incident.
• VME supports a fair process that is consistently and transparently applied.
• VME is not a union, nor is it a judge or jury, and any cases of harassment and discrimination should be adjudicated in a court of law.
• In addition to the action items above, we will seek every opportunity to be better including surveying our membership, creating awareness and training programs that are actually effective, working to correct the toxic culture of discrimination within the veteran community.
  

+ Reporting

If you experience or witness behavior among VME Members that is not above-board you may report it via adjudication@vmeconnect.org. The VME Adjudication Committee is an independent body comprised solely of VME Members, that reviews concerns reported to the Committee.

Please note that all correspondence with this email address is strictly confidential with comittee members and the VME Board of Directors. The VME Council reserves the right to take further action if necessary toward any Member, speaker, sponsor or partner that is found to be in violation of the Code of Conduct. We appreciate your assistance in maintaining a respectful and supportive environment for all.

+ What is sexual harassment?

Sexual harassment has a legal definition narrower than how the term is used in the broader societal conversation.

What laws prohibit harassment? Title VII of the Civil Rights Act of 1964 (Title VII) is the federal law that prohibits sexual harassment. In California, harassment is also prohibited under the state discrimination statute, the Fair Employment and Housing Act (FEHA). Each statute creates an administrative agency with investigative and enforcement authority. The Equal Employment Opportunity Commission (EEOC) enforces Title VII. The California Department of Fair Employment and Housing (DFEH) administers FEHA.

Who is covered? California law prohibits harassment of a broad range of individuals in the workplace, including employees, job applicants, unpaid interns or non-employees providing services under a contract. These provisions apply to all employers regardless of size, as well as to labor unions and talent agencies. The coverage of Title VII is somewhat narrower, applying generally to employees and job applicants of employers having 15 or more employees.

What types of conduct are prohibited? While most harassment cases involve sex discrimination, it is illegal to harass or discriminate against an individual on the basis of membership in any protected class: gender, race or ethnicity, color, creed, national, origin, alien or citizenship status, age, disability, sexual orientation or marital status.

There are two types of sexual harassment claims:

1. Quid pro quo sexual harassment occurs when someone demands sexual favors in exchange for favorable employment conditions or opportunities, or to avoid adverse employment actions.
2. Hostile work environment sexual harassment occurs when unwelcome comments or conduct based on sex unreasonably interfere with an employee’s work performance, or create an intimidating, hostile or offensive work environment.
   

+ Are there time limits for filing claims?

The statute of limitations under California law is one year from the last act of harassment. The statute of limitations under Title VII is 180 days, which in California is extended to 300 days. The statute of limitations stops running when the employee files a complaint with the relevant administrative agency—either the EEOC or the DFEH. The filing of an administrative complaint is a relatively simple task that can be accomplished online or by phone, without the assistance of an attorney.