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.
Anti-Harassment / Discrimination Policy
It is the policy and practice of the California Association of Nurse Anesthetists (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:
1. 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.
2. 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.
3. 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.
4. 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.
5. 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.
6. 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.
● Reporting Options
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 email@example.com 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.