Note: We are working in concert with other professional societies to draft procedures for handling the complaint process. This would include consequences for Code violations. Based on those procedures we'll also develop revisions to the AMS Constitution to recognize the Code and extend the authorities of the governance body (Council) as needed to implement the procedures to enforce the Code. This update to the Constitution will require full Membership vote and approval by two-thirds of those Members voting.
The credibility and, therefore, the effectiveness of AMS is dependent upon its Members’ adherence to the core values of inclusion, objectivity, honesty, openness, fairness, respect, and accountability in both relationships with colleagues and in the conduct of work. The AMS maintains the highest ethical standards in scientific conduct, including intellectual honesty and integrity. The AMS herewith affirms that harassment in all its forms is as serious an offense as scientific misconduct and will not be tolerated.
This Code of Conduct applies to individual members and institutional members. Only individuals who intend to abide by this Code of Conduct should seek admission or continuing membership in the Society. This Code of Conduct is applicable in all professional settings including but not limited to office, classroom, laboratory, and field research sites; AMS events; social gatherings associated with professional activities; and travel to and from these events. This Code of Conduct is modeled after that published by the National Academy of Sciences1.
Members recognize the responsibility of the Society to consider breaches of this Code of Conduct and to recommend appropriate responses. Allegations of violations by a Member should be addressed to the AMS Executive Director immediately and followed up in writing. If for any reason the Executive Director is viewed as having a conflict of interest that would raise questions regarding his or her ability to serve as an impartial arbiter, then the Secretary-Treasurer will receive the complaint.
2 Discrimination is defined as prejudicial treatment of individuals or groups of people based on their race, ethnicity, color, national origin, sex, sexual orientation, gender identity, age, religion, disability, veteran status, or any other characteristic protected by applicable laws.
3 Harassment includes any verbal or physical conduct directed at individuals or groups of people because of their race, ethnicity, color, national origin, sex, sexual orientation, gender identity, age, religion, disability, veteran status, or any other characteristic protected by applicable laws, that creates an intimidating, hostile, or offensive environment. Sexual harassment is of particular concern and is marked by unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that creates an intimidating, hostile, or offensive environment.
4 Bullying is unwelcome, aggressive behavior involving the use of influence, threat, intimidation, or coercion to dominate others in the professional environment.