CANA Program Terms & Conditions
The following policies apply for the CANA Spring and Fall meetings annually. Participants are asked to agree to these Terms & Conditions at the time of registration.
Registration Cancellation Policy
If you are unable to attend the CANA meeting or any separate ticketed event, please email your cancellation to email@example.com.
- 31 days or more prior to event: A $25 transaction fee will be deducted from the cost of the registration/ticket fee; the remainder will be refunded.
- 16-30 days prior to event: 20% of cost will be deducted from the cost of the registration/ticket fee; remainder will be refunded.
- 15 or fewer days prior to event: no refund will be provided because the expense of your anticipated participation has already been incurred.
All cancellation notices must be emailed to firstname.lastname@example.org.
Photography, Audio & Video Waiver
Portions of this CANA meeting will be photographed and audio/video recorded for various purposes, including reporting, promotion, archival, or sale and distribution. By registering, individuals agree that CANA may photograph or record by audio/video their attendance and involvement in any portion of the meeting. Furthermore, individuals agree that the CANA may use these photographs and/or recordings without additional approval or permission.
Exhibitor / Sponsor Email List
CANA provides a list of conference attendee emails to our meeting sponsors and exhibitors, as a benefit of their support. This email list is sent after the conclusion of the meeting. If you would like to removed from this list, please visit CANA staff at the Registration Desk during the conference to sign the opt-out form.
Health & Safety Code of Conduct
CANA is dedicated to providing a safe event experience for all participants involved including attendees, sponsors, vendors, staff, exhibitors, and anyone else who will be present at the event. All events are hosted in accordance with the health & safety policies as mandated by the city and state in which the event is hosted, at the time of the event (i.e. attendance limits, social distancing, mask requirements, etc.).
Given that the responsibility of a safe in-person event is equally shared among event organizers, event vendors, event sponsors, and event attendees, CANA has developed the following code of conduct to which all participants need to abide by. This policy outlines a collection of rules and regulations that include what is and is not acceptable or expected behavior and should serve as a reminder that if we all collectively respect the significance of this contribution, we are advocating for the well-being of our fellow global citizens. By registering and attending a CANA event, you also agree to release CANA and its affiliates of liability related to your participation, as explained under Liability Disclaimer and Release.
- Before Leaving Home
- Follow relevant guidance provided by the Centers for Disease Control and Prevention (CDC), World Health Organization (WHO), or your local health authority.
- Adhere to government issued travel restrictions and guidance issued by the region you will be traveling to and the region you are traveling from.
- Evaluate your own health and that of people you are in close contact with; contact the meeting/event organizers if you have concerns.
- Stay home if you feel sick.
- Add to your phone’s contact list, the event organizer’s contact information – CANA, 575 Market Street, Suite 400, San Francisco, CA 94105; email@example.com; 415-610-8499.
- On-site During the Event
- Abide by the events rules and restrictions, as set forth by the venue and CANA.
- Assume all risks of attending an in-person event, including the potential risk of becoming infected with COVID-19 and associated variants.
- Follow guidance from the local health authority, for everyday preventive actions to help prevent the spread of respiratory viruses, including:
- Washing hands often with soap and water for at least 20 seconds, or an alcohol-based sanitizer with at least 60% alcohol.
- Avoiding touching eyes, nose, and mouth with unwashed hands.
- Covering your nose and mouth when coughing or sneezing. Throw used tissues in the trash.
- Wear masks or facial coverings when and where suggested (or mandated by the local health authority).
- Agree to have your temperature taken before entering the meeting/event venue, as required by the venue or CANA.
- Agree to show proof of immunizations, as required by the event venue or CANA.
- Agree to wear a mask or facial covering, as required by the event venue or CANA.
- Agree to change your mask multiple times a day, as required by CANA.
- Adhere to social distance protocols put in place by CANA or the event venue and respect others’ personal space.
- Go to the event First Aid office (or equivalent) at any time if you feel unwell or are experiencing flu-like symptoms.
- Stay in your room and contact CANA for further instructions if you wake up not feeling well during the event.
- Based on current contact tracing advice from many health authorities, if you test positive for COVID-19 up to 14 days after returning home, please contact CANA immediately to advise them.
Being negligent and unwilling to follow the rules and regulations listed in this code of conduct, even after a verbal warning has been provided by the CANA team.
Consequences of Unacceptable Behavior
If a participant chooses to not follow the rules and regulations listed in this code of conduct, CANA may take any action deemed appropriate depending on the circumstances, ranging from issuance of a warning to the offending individual to expulsion from the event with no refund of registration or sponsorship fees paid.
Witnessing Unacceptable Behavior
If at any point you feel unsafe because another participant is not following the code of conduct, please contact CANA. Contact information can be found at the end of this document.
Liability Disclaimer & Release
In consideration of being allowed to register for, and participate in a CANA event, activity, or experience (“EVENT”), you (“PARTICIPANT”), hereby assume all risks and waive, release from liability, and covenant not to sue the venue at which the event is hosted, the California Association of Nurse Anesthesiology (“CANA”), HollandParlette, or their respective members, employees, board members, agents, or volunteers (the “PARTIES”) for any expense, loss, damage, personal injury (including loss of life, disability, or serious harm), property damage or theft, negligence, or actions (each, a “LOSS”) resulting from or arising in connection with your travel to, attendance at, or participation in the EVENT and any related activities unless said LOSS is caused by the sole, gross negligence of PARTIES. PARTICIPANT agrees that this waiver and release shall bind PARTICIPANT and their personal representatives, shall be enforceable to the fullest and broadest extent of the law, and, if any portion is held invalid, the remainder should continue in full legal force and effect. PARTICIPANT is an adult of sound mind and capable of entering into this waiver. PARTICIPANT has read its terms and fully understands and agrees to the provisions herein. PARTICIPANT understands and is aware that their participation in the EVENT involves risk, including, but not limited to, travel, physical activity, locales where public health and safety may be at risk, or activities that involve risk that PARTICIPANT creates for others or others may create for PARTICIPANT. These risks may lead to a LOSS, and PARTICIPANT nonetheless chooses to participate in the EVENT. PARTICIPANT is also aware that there are risks that they may not have considered, yet PARTICIPANTS waives their right to any claims that may occur from these unconsidered risks and chooses to participate in the EVENT. PARTICIPANT acknowledges that no promises, representations, or affirmations of fact were made to me by PARTIES or its representatives concerning the safety or danger associated with traveling to the EVENT or participating in any activity or interaction related to or associated with the Event.
COVID-19 and It’s Variants
The novel coronavirus, COVID-19 and it’s associated variants (hereinafter referred to as “COVID-19”), has been declared a worldwide pandemic by the World Health Organization and has been the subject of national, state, and local public health and emergency orders. COVID-19 is extremely contagious and is believed to spread mainly from close proximity to infected persons and contact with contaminated objects and surfaces. It is also known that an asymptomatic individual can be infected with and transmit COVID-19 without their knowledge. Infection with COVID-19 is widely known to result in illness, personal injury, disability, up to and including death. While all CANA events are held in accordance of the guidance provided by the city/state in which the venue is located and the CDC, as well as any restrictions implemented by the event venue, due to the highly contagious nature of COVID-19, the potential for transmission by asymptomatic individuals, and the close proximity in which individuals must participate, CANA cannot guarantee that you, your child(ren), your partner or spouse, or other individuals with whom you come into contact will not be exposed to, or become infected by, COVID-19 as a result of your participation. THEREFORE, to participate in an EVENT, hosted by CANA, on you, for yourself, your child(ren), your partner, your legal representatives, heirs and assigns, hereby waive, release, and discharge the venue at which the EVENT is hosted, CANA, HollandParlette, and any of their affiliates, directors, officers, employees, agents, contractors, or volunteers from any and all liability for any and all losses or damages resulting from bodily injury, illness, permanent disability, and/or death resulting directly or indirectly from exposure to or infection with COVID-19 before, during, or after participating in the EVENT.
Anti-Harassment / Discrimination Policy
It is the policy and practice of the California Association of Nurse Anesthesiology (CANA) to maintain and foster environments, including CANA offices, meetings, and conventions, in which all CANA members and participants are treated with decency and respect.
CANA is committed to creating and maintaining an environment in which all persons who participate in CANA related programs and activities can work and learn together in an atmosphere free of all forms of discrimination and harassment. Such behavior is prohibited by law and CANA policies. In accordance with this policy and directives of the CANA Board of Directors, CANA will take all reports of discrimination and harassment seriously and will take appropriate action to protect CANA members and participants if this Policy has been or reasonably appears to have been violated, or if CANA determines that there is a reasonable possibility that prohibited conduct will occur in the future.
CANA has adopted a zero-tolerance policy toward discrimination and all forms of harassment, whether lawful or unlawful, including but not limited to sexual harassment. This zero-tolerance policy means that no form of unlawful discriminatory or harassing conduct towards any employee, member, client, contractor, or other person in our association will be tolerated. This zero-tolerance policy also applies to conduct that is lawful but which CANA or its designated representatives determine is offensive or otherwise unacceptable in the context of any CANA related environment. CANA is committed to enforcing its policy at all levels within CANA, and any person who engages in prohibited discrimination or harassment will be subject to discipline, up to and including discharge from membership.
This policy is equally applicable to CANA’s members, participants, directors and vendors. CANA reserves the right to preclude such individuals from participation in any CANA-related event or transaction to the extent that the persons or entities have violated, or pose a reasonable risk of violating this policy.
Conduct Covered by this Policy:
This policy applies to and prohibits all forms of harassment and discrimination, not only sexual harassment. Accordingly, CANA absolutely prohibits harassment or discrimination based on sex, age, disability, perceived disability, marital status, personal appearance, sexual orientation, race, color, religion, national origin, veteran status, or any other legally protected characteristic.
Harassment may take many forms, including the following:
- Discrimination is unequal treatment of an individual or group of people based on race, color, national origin, religion, sex, gender, gender expression, gender identity, pregnancy, physical or mental disability, medical condition (cancer-related or genetic characteristics), genetic information (including family medical history), ancestry, marital status, age, sexual orientation, citizenship, or service in the uniformed services where there is no legitimate reason for such treatment.
- Harassment, on any of the basis set forth above in the definition of discrimination, is defined as unwelcome conduct, including verbal, nonverbal, or physical conduct, that explicitly or implicitly affects a person’s employment or education or interferes with a person’s work or educational performance or creates an environment such that a reasonable person would find the conduct intimidating, hostile, harmful, or offensive. Harassment as used in these guidelines includes Sexual Harassment.
- Sexual Harassment: Sexual Harassment is unwelcome sexual advances, unwelcome requests for sexual favors, and other unwelcome verbal, nonverbal or physical conduct of a sexual nature when:
- Quid Pro Quo: a person’s submission to such conduct is implicitly or explicitly made the basis for employment decisions, academic evaluation, grades or advancement, or other decisions affecting participation in a CANA program; or,
- Hostile Environment: such conduct is sufficiently severe or pervasive that it unreasonably denies, adversely limits, or interferes with a person’s participation in or benefit from the education, employment, or other programs and services of CANA, creating an environment that a reasonable person would find to be intimidating or offensive.
- Retaliation includes threats, intimidation, reprisals, and/or adverse employment or educational actions against a person based on a report of Prohibited Conduct or participation in the investigation, report, remedial, or disciplinary processes provided for in these guidelines.
- Other Offensive or Unacceptable Behavior: The CANA Board or Executive Committee, or its designee, reserves the right to determine in its sole discretion and in good faith that actual, planned, threatened, or reasonably potential conduct of a CANA member or participant is offensive or otherwise unacceptable. In said instances, and in accordance with this Policy, CANA may take steps to protect its members and participants from said offensive or unacceptable behavior. Examples of unacceptable behaviors include, but are not limited to:
- intimidating, harassing, abusive, discriminatory, derogatory or demeaning speech, or actions by any participant in any CANA related event and in one-on-one communications carried out in the context of CANA project;
- harmful or prejudicial verbal or written comments or visual images related to gender, sexual orientation, race, religion, disability, age, appearance, or other personal characteristics;
- inappropriate use of nudity and/or sexual images in public spaces (including presentation slides);
- deliberate staring, leering, intimidation, stalking, or following;
- harassing photography or recording;
- sustained disruption of talks or other events;
- unwelcome and uninvited attention or contact;
- physical assault (including unwelcome touching or groping);
- real or implied threat of physical harm;
- real or implied threat of professional or financial damage or harm;
- racist, sexist, and other exclusionary jokes uttered in situations where third parties may be offended.
- Applicability of Anti-Harassment Policy at CANA Events and Conferences: Exhibitors, members, invitees, guests and vendors in CANA conferences and exposition halls, sponsors or vendors are also subject to this Policy. In particular, exhibitors are prohibited from using sexualized or hostile images, activities, or other material. Booth staff (including volunteers) may not use sexualized clothing, uniforms, or costumes, or otherwise create a sexualized or hostile environment.
Computer Messaging and Information Systems:
CANA participants are particularly cautioned that the use of e-mail, voice mail, other electronic messaging systems, or social networking sites, may give rise to liability for harassment. Participants may not generate, should not receive, and must not forward, any message or graphic that might be taken as offensive based on sex, gender, or other protected characteristic. This includes, for example, the generation or forwarding of offensive “humor” which contains sexually-offensive terms, or terms which are offensive to any race, religion, ethnicity, or other protected group.
Participants receiving offensive messages over CANA supported websites or social networking sites, or receiving other prohibited offensive messages or graphics over CANA supported websites or social media sites, should report those messages to the CANA Office or a member of the CANA Board of Directors.
No participant is authorized to use any CANA equipment, software or communication systems for the preparation, transmission, or receipt of sexually offensive messages or graphics, or for other messages or graphics which might be taken as offensive based on any other protected characteristic.
Participants are reminded that CANA retains the right to monitor its equipment, software and communication systems to ensure compliance with this requirement.
Mandatory Procedures in Cases of Harassment:
Any CANA member, staff member or participant who believes that he or she has been subjected to harassment of any kind, or who has witnessed what he or she believes to be harassment in a CANA environment (such as at a CANA conference, meeting, or at a CANA office) has the responsibility to report the harassment immediately to the CANA Executive Director, or a staff member, officer, or director. Once a report of harassment is received, the matter will be processed in accordance with this Policy.
CANA is committed to taking all reasonable steps to prevent harassment, and will make every reasonable effort to completely address and correct any harassment that may occur. However, CANA cannot take prompt and effective remedial action unless each participant assumes the responsibility of reporting any incident of harassment immediately to an appropriate supervisory employee.
Every report of harassment will be initially evaluated by an impartial party designated by the Board of Directors to assess the general seriousness of the conduct being reported. The seriousness may range, for example, from conduct that does not materially violate this Policy, to conduct that warrants a reasonable investigation, to conduct that warrants investigation by an independent third party, to conduct that must (in addition to the other levels of investigation) be reported to law enforcement agencies. This determination shall be made by CANA in good faith, giving the benefit of the doubt to the reporting party. The determination will be made by the Board of Directors, the Executive Committee or its designate, in consultation with legal counsel.
Once a determination of the general seriousness of the conduct being reported is made, the Board of Directors, Executive Committee or its designate, working in consultation with legal counsel if desired, shall direct appropriate action be taken.
Examples of “appropriate action be taken” include, but are not limited to:
- engagement of legal counsel or other harassment specialist to conduct a comprehensive professional investigation of the matter and prepare a written report of findings and recommendations to the Board of Directors.
- appointment of an impartial volunteer led committee to investigate the matter, assess it, and make recommendations to the Board of Directors.
- directing CANA officers or directors and/or legal counsel to speak with the offending party in an effort to secure assurance that the offending conduct will not happen again, securing a sincere apology, and/or taking steps to ensure that it does not happen again.
- directing CANA officers, the Executive Director, and/or legal counsel to speak with the reporting party to fully address their reasonable concerns.
A written report of all such determinations and appropriate actions taken will be documented in a reasonable manner.
When a report of investigation or recommendations are made to the Board of Directors or its designate, and there has been a finding that this Policy has been violated, the Board of Directors or its designate shall take reasonable steps to ensure that CANA members and participants are kept as safe and comfortable as possible. These steps may include appropriate corrective and remedial action, including but not limited to disciplinary action, reprimand, removal from the premises, expulsion from membership, or termination of employment or status as a contractor. In cases of doubt, the Board or its designate may take steps to ensure said safety and comfort of CANA members, staff and participants, even though the offensive or unacceptable conduct has not been proven to have occurred.
In the event that a CANA member is to be the subject of a disciplinary action or expulsion, CANA procedures providing procedural due process shall be applied. See CANA Bylaws, Article 7, Section 5.
Complaints and investigations arising therefrom will be commenced promptly and impartially, with every effort to maintain confidentiality. The complainant and the accused will be informed of the results of the investigation and determinations of the Board or its designate.
Reporting Without Fear of Retaliation:
No CANA participant will be retaliated against for reporting harassment. This no-retaliation policy applies whether a good faith complaint of harassment is well founded or ultimately determined to be unfounded.
Any participant who feels he or she has been retaliated against in violation of this no-retaliation policy is responsible for reporting the retaliation to CANA leadership, in the same manner as any other form of harassment or discrimination should be reported.
Intentionally False Reports
Because complaints of discrimination or harassment may involve interactions between persons that are not witnessed by others, reports of discrimination or harassment cannot always be substantiated by additional evidence. Lack of corroborating evidence or “proof” should not discourage individuals from reporting discrimination or harassment under these Guidelines. However, individuals who make reports that are later found to have been intentionally false or made maliciously without regard for truth, may be subject to disciplinary action under CANA policy. This provision does not apply to reports made in good faith, even if the facts alleged in the report cannot be substantiated by an investigation.
Response to Reports of Harassment and Discrimination
This section provides an overview of the procedures CANA uses to respond to reports of harassment. While the Board of Directors has general responsibility for oversight of the reporting process and investigation of a report, other leadership or legal counsel may be involved and consulted as necessary.
Any person may make a report, including anonymously, of violation of this Policy to the CANA Office or to a member of the CANA Board of Directors.
- Reports of alleged harassment or discrimination may be made to CANA in any of the following ways:
By telephone by calling the CANA Office at 415-610-8499 or a CANA Board member directly.
- In person by visiting the CANA office, located at 575 Market St. Suite 400, San Francisco, CA 94105.
- By email to the CANA office at firstname.lastname@example.org or a CANA Board member directly.
Questions About This Policy:
If you have any questions at all about this policy, about whether you should report an incident under this policy, or about CANA’s commitment to an association free of discrimination and harassment, please speak to the CANA office or a member of the CANA Board of Directors.