Sexual Misconduct Policy


1. Purpose. Down For Dance (DFD) strictly prohibits and does not tolerate sexual abuse or misconduct. This policy establishes procedures for employees, contractors, volunteers, students, board members, or any other individuals associated with the organization to report such acts.

Any person reasonably suspected or believed to have committed sexual abuse or misconduct will be subject to appropriate disciplinary action, up to and including termination of employment or membership, and may also face criminal prosecution. No employee, contractor, volunteer, board member, or other individual, regardless of title or position has the authority to commit or allow sexual abuse or misconduct.

2. Definitions & Examples. Sexual abuse or misconduct includes, but is not limited to:

  • Child sexual abuse – Any sexual activity, involvement, or attempted sexual contact with a minor (under 18 years old) where consent is not or cannot be given.

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

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

  • Unwanted and intentional physical conduct that is sexual in nature, such as touching, pinching, patting, brushing, massaging someone’s body without consent and/or pulling against another’s body or clothes.

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

  • Inappropriate sexual conduct or communication, such as unwelcome advances, comments, innuendo, bullying, jokes, gestures, electronic communications (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 an individual’s work or creates an intimidating, hostile, or offensive environment.

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

3. Reporting. Any suspected sexual abuse or misconduct must be reported immediately to a Down For Dance Director. Individuals are not required to confront the alleged offender before reporting.

4. Investigation & Follow-Up

  • All allegations will be taken seriously and investigated promptly, thoroughly, and equitably.

  • Down For Dance may engage an outside third-party, including law enforcement, to conduct investigations.

  • DFD will comply with requirements to report to law enforcement and cooperate fully with law enforcement and other regulatory/protective agencies.

  • Every effort will be made to maintain confidentiality, while still allowing for a prompt and thorough investigation.

  • Down For Dance will ensure that those named in complaint, or closely associated with those involved, are not part of the investigative process.

5. Screening. As part of its sexual abuse and misconduct prevention program, Down For Dance is committed to maintaining a diligent screening program for prospective and existing employees, volunteers and others that may interact with those employed by, associating with or serviced by Down For Dance. The organization may utilize a variety of methods of screening and selection, including but not limited to applications, personal interviews, criminal background checks and personal and professional references. 

6. Supervision of Youth. To provide a safe environment for minors, a minimum of two adult workers supervise or be in attendance with minors during organization-related activities whenever possible. The purpose is to avoid one-on-one interactions between adults and minors that are not easily observable by others. If individual meetings with a minor must be held in an office, keep the door open. Only conduct closed door meetings when another adult is put on notice of the meeting and the door remains unlocked.  

7. Anti-Retaliation & False Allegations. Down For Dance prohibits retaliation made against any employee, volunteer, board member or other person who makes a good faith complaint or who participates in any related investigation. Making knowingly false or malicious allegations or deliberately providing false information during an investigation is also prohibited. Anyone who violates this rule is subject to disciplinary action, up to and including termination and criminal prosecution.

8. Training. All DFD employees are required to complete sexual harassment training & test every two years.