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Sexual Abuse and Misconduct Prevention Policy

United Association Football (UAF) prohibits and does not tolerate sexual abuse or misconduct in the workplace or during any organization-related activity. UAF provides procedures for employees, volunteers, or any other victims of sexual abuse or misconduct to report such acts. Those reasonably suspected or believed to have committed sexual abuse or misconduct will be appropriately disciplined, up to and including termination of employment or membership, as well as criminally prosecuted. No employee, volunteer, or other person, regardless of his or her title or position has the authority to commit or allow sexual abuse or misconduct.

Definitions and Examples

The following definitions or examples of sexual abuse, misconduct or harassment, may apply to any and/or all of the following persons – employees, volunteers or other third-parties.

Sexual abuse or misconduct may include, but is not limited to:

  • Child sexual abuse – any sexual activity, involvement or attempt of sexual contact with a person who is a minor (under 18 years old) where consent is not or cannot be given.

  • Sexual activity with another who is legally incompetent or otherwise unable to give consent.

  • Physical assaults or violence, such as rape, sexual battery, abuse, molestation or any attempt to commit such acts.

  • Unwanted and intentional physical conduct that is sexual in nature, such as touching, pinching, patting, brushing, massaging someone’s neck or shoulders and/or pulling against another’s body or clothes.

  • Material such as pornographic or sexually explicit images, posters, calendars or objects.

  • Unwelcome and inappropriate sexual activities, advances, comments, innuendoes, bullying, jokes, gestures, electronic communications or messages (e.g. email, text, social media, voicemail), exploitation, exposure, leering, stalking or invasion of sexual privacy.

  • A sexually hostile environment characterized as comments or conduct that unreasonably interferes with one’s work performance or ability to do the job or creates an intimidating, hostile or offensive environment.

  • Direct or implied threats that submission to sexual advances will be a condition of employment or affiliation with the organization.

    Reporting Procedure

    Immediately report suspected sexual abuse or misconduct to UAF employees (Paul Virgillito), UAF volunteers, or other third parties.  It is not required to directly confront the person who is the source of the report, question or complaint before notifying any of the individuals listed. UAF will take every reasonable measure to ensure that those named in complaint of misconduct, or are too closely associated with those involved in the complaint, will not be part of the investigative team.

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