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A determination of whether alleged conduct constitutes harassment in violation of this policy will
consider the totality of the circumstances. Factors that may be considered include the nature of the
alleged conduct, the context in which it occurred, and the severity, persistence, or pervasiveness of the
alleged conduct.

The responsibility of the LSBA’s sexual harassment policy execution and administration is assigned to
the Executive Director. Each LSBA Employee, and any other individual associated, or who conducts
business, with the LSBA is accountable for acting in compliance with and in support of this policy.
All applicants, Employees, volunteers, vendors, contractors, Members, and visitors are encouraged to
discuss any violations of this policy with the Executive Director without fear of any reprisals.
Employees may also bring such violations to the attention of their immediate supervisor.

Harassment Based on Other Protected Categories

Harassment based on the race, color, gender, age, religion, national origin, ethnicity or citizenship,
disability, sexual orientation, pregnancy, marital or familial status, genetic information, military or
veteran status, or any other classification protected by law, of an applicant, Employee, volunteer,
vendor, contractor, Member, or visitor is also prohibited at the LSBA. As with sexual harassment,
harassment based on any of these categories may include verbal, nonverbal, visual or physical conduct.

Examples of actions that may constitute harassment in violation of this policy include, but are not
limited to, the following conduct based on an individual’s race, creed, color, gender, age, sexual
preference, religion, national origin, ethnicity or citizenship, disability, pregnancy, familial or marital
status, genetic information, military or veteran status, and/or any other protected classification under
applicable federal, state or local law:

 Epithets, slurs, jokes, statements, negative stereotyping; or email, voice mail, or text
messages;

 Displaying pictures, drawings, or cartoons or other written or digital materials or
communications demonstrating hostility toward a person because of his or her protected
classification; or

 Taunting, gestures, assault, impeding or blocking an individual’s movements, or
otherwise physically interfering with an individual’s ability to complete his/her work
tasks.

While all unwelcome conduct of a discriminatory or harassing nature may not rise to the level of
constituting harassment or discrimination in violation of this policy, the LSBA’s policy seeks to
prevent all such conduct in the LSBA workplace. For example, while one racial joke may not
constitute racial harassment, it is nevertheless prohibited under this policy. This policy seeks to
identify the expected behavior for all Employees and other individuals associated, or who conduct
business, with the LSBA. Discriminatory or harassing conduct based on race, creed, color, gender,
age, sexual preference, religion, national origin, ethnicity or citizenship, pregnancy, marital or familial
status, disability, genetic information, military or veteran status or any other legally protected status, by
or against any Employee or other individual associated, or conducting business, with the LSBA will
not be tolerated.

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