Sexual Harassment Policy

(Adopted January 2026)

1. Purpose and Commitment

The Salty Dawg Sailing Association (“SDSA”) is committed to maintaining a safe, respectful, and inclusive environment for all members, volunteers, captains, crew, and participants. We value mutual respect, dignity, and the spirit of “sailors helping sailors.”  In line with those values, we adopt this Zero-Tolerance Sexual Harassment Policy.

SDSA expressly prohibits all forms of sexual harassment; physical, verbal, non-verbal, or online, by or against any person involved in SDSA activities. All reports will receive prompt, impartial, and respectful consideration, will be managed with confidentiality to the extent feasible, and will be addressed promptly.

This policy applies to every person associated with the SDSA: members, volunteers, event participants, captains, crew, contractors, sponsors, and any individual participating in activities or acting on behalf of the SDSA, whether on or off a vessel, at rallies, rendezvous, seminars, webinars, or social gatherings.

2. Definition of Sexual Harassment

Sexual harassment is unwelcome conduct of a sexual nature - physical, verbal, or non-verbal, that is unsolicited, unreciprocated, and unwanted by the recipient, and that could reasonably be expected to cause discomfort, offense, humiliation, intimidation, or a hostile environment.

For purposes of this policy, sexual harassment includes, but is not limited to:

• Unwelcome physical contact (patting, hugging, kissing, inappropriate touching)
• Sexual assault or any form of physical coercion
• Unwanted sexual advances or requests for sexual favors, explicit or implicit
• Sexually suggestive, explicit, or demeaning comments, jokes, stories, or innuendo
• Persistent or intrusive conduct of a sexual or gender-based nature
• Repeated, unwanted invitations or personal attention
• Sexually suggestive gestures or displays, explicit messages or images (text, email, social media)
• Any in-person or online conduct that creates a hostile, intimidating, or offensive environment

Sexual harassment applies regardless of the genders or sexual orientations involved. The defining factor is the unwelcomeness of the conduct and its effect on the recipient or environment.

3. Scope — When and Where This Policy Applies

This policy applies to all SDSA-organized or SDSA-affiliated activities, including:

• Rallies, cruises, rendezvous, seminars, webinars, and social events
• Onboard vessels during SDSA rallies and passages
• Crew gatherings and provisioning meetings
• Online forums, message boards, emails, social media, and listserv communications
• Any off-site meetings or activities conducted under SDSA auspices

This policy applies regardless of location, medium, or the formality of the interaction.

4. Responsibilities

All Participants

• Treat others with dignity and respect
• Comply with this policy at all times
• Refrain from any form of harassment
• Report concerns or violations as promptly as practicable

Captains

• Set the tone for respect and professionalism onboard
• Address concerns promptly and allow for private reporting
• Enforce this policy without exception
• Ensure all crew understand this policy before departure

Crew

• Treat shipmates respectfully
• Speak up if something is uncomfortable
• Support individuals who raise concerns
• Follow reporting procedures

SDSA Board / Leadership

• Communicate the policy to all participants
• Maintain clear reporting channels
• Ensure fair, consistent, and timely investigations
• Enforce appropriate consequences
• Monitor compliance and assess the need for policy updates

5. Reporting and Investigation Procedure

a. Reporting

Anyone who experiences, witnesses, or becomes aware of actual or reasonably suspected sexual harassment is encouraged to report it promptly, verbally or in writing, to:

• President — Michael Benjamin
• Vice President — Kathy Kubic

If these positions change, reports should be directed to their successors. SDSA will ensure at all times that there is one male and one female reporting contact; if this balance is not met, the Executive Committee will designate an alternate officer.

Reports may be made by the affected individual or by a good-faith third-party witness. All reports will be handled respectfully and confidentially.

b. Initial Response

Upon receiving a report, the officer will:

• Listen respectfully, confidentially, and without judgment
• Document key details (e.g., date, time, individuals involved, description of incident)
• Implement reasonable and appropriate interim measures in coordination with the Executive Committee as needed to ensure safety
• Provide information about next steps in the process
• Notify the Executive Committee of the report (without identifying the complainant unless permission is given or safety requires it)

Retaliation against anyone reporting in good faith is strictly prohibited.

c. Role of the Executive Committee

All investigations will be conducted by the SDSA Executive Committee.

• Any Committee member accused will be recused from participation
• The Committee may appoint an ad-hoc investigator or sub-committee when needed for expertise or impartiality
• The Committee is responsible for ensuring that investigations are conducted promptly, equitably, and in accordance with this policy

d. Investigation Steps

The Executive Committee will conduct a prompt, fair, and confidential investigation that may include:

1. Interviewing the complainant
2. Interviewing the respondent
3. Interviewing relevant witnesses
4. Reviewing evidence such as texts, emails, photos, or logs
5. Maintaining confidentiality to the extent reasonably possible for all parties
6. Documenting all findings and maintaining secure records

Findings will be based on a preponderance of the evidence.

The Committee will strive to complete investigations within a reasonable timeframe, balancing thoroughness with urgency.

The Committee may implement additional interim measures if warranted during the investigation.

e. Knowingly False Reports

Knowingly false or malicious reports are prohibited and may result in disciplinary action. This does not apply to good-faith reports made in uncertainty.

6. Consequences / Discipline

If a complaint is substantiated, consequences may include:

• Formal warning
• Removal or expulsion from SDSA events or voyages
• Suspension or termination of membership
• Removal from crew assignments
• Prohibition from future participation
• Referral to law enforcement if criminal conduct is involved

The complainant and respondent will be informed of the decision in a respectful and confidential manner.

7. Prevention: Training, Awareness & Culture

• SDSA will make this policy available on its website and in relevant materials
• New members, volunteers, captains, and crew will be informed of this policy upon joining or before participation
• SDSA will periodically evaluate training and awareness needs
• Leadership will reinforce expectations regularly to maintain a culture of safety and respect

8. Recordkeeping, Monitoring & Review

• SDSA leadership will maintain secure, confidential records of all reports, findings, and actions taken
• The Board will review this policy annually or as needed to ensure effectiveness
• SDSA welcomes feedback regarding implementation
• Record retention will comply with SDSA’s governance and legal obligations

9. External Reporting & Cooperation

In cases involving criminal behavior such as sexual assault, SDSA will cooperate fully with law enforcement while maintaining confidentiality to the extent allowed by law.

10. Applicability

This policy applies to all individuals associated with SDSA—members, volunteers, captains, crew, participants, contractors, and affiliates—in all SDSA-related contexts, events, and communications.