Harassment is a legal term that means unwelcome verbal and non-verbal
conduct directed against someone in a protected class.
Sexual harassment is a legal term that means unwelcome sexual advances,
requests for sexual favors, and other verbal or physical harassment of a sexual
nature in the workplace.
Sexual misconduct is a non-legal term used informally to describe a broad range
of behaviors which may or may not involve harassment.

Harassment Against Members of Protected Class:
We do not permit managers, employees, teachers, independent contractors, students, or others
in the workplace to harass any other person because of age, gender (including pregnancy),
race, ethnicity, culture, national origin, religion, sexual orientation, disability, socioeconomic
status, genetic information, or any other basis proscribed by law.
Harassment is unwelcome verbal or non-verbal conduct, based upon a person’s protected
characteristic, that (i) denigrates or shows hostility or aversion toward the person because
of the characteristic and which affects their employment opportunities or benefits; (ii) has the
purpose or effect of unreasonably interfering with their work performance; (iii) enduring the
offensive conduct becomes a condition of continued employment; or (iv) has the purpose or
effect of creating a work environment that a reasonable person would consider intimidating,
hostile, or abusive.
Harassment includes epithets, slurs, name calling, negative stereotyping, insults, intimidation,
ridicule, threatening, intimidating or hostile acts, denigrating jokes, and display in the workplace
of written or graphic material that denigrates or shows hostility or aversion toward an individual
or group based on their protected characteristic. Petty slights, annoyances, and isolated
minor incidents may not rise to the level of harassment.

Sexual Harassment in the Workplace:
We do not tolerate sexual harassment in our studio. Sexual harassment refers to any unwelcome
sexual attention, sexual advances, requests for sexual favors, and other verbal, visual, or physical
conduct of a sexual nature when:
(a) submission to such conduct is made either explicitly or implicitly a term or condition
of an individual’s employment;
(b) submission to or rejection of such conduct by an individual is used as the basis
for employment decisions affecting such individual;
(c) such conduct has the purpose or effect of unreasonably interfering with an
individual’s work performance; or
(d) such conduct has the purpose or effect of creating an intimidating, hostile or
offensive working environment.

Examples of sexual harassment include unwanted and unnecessary physical contact; offensive
remarks (including unwelcome comments about appearance); obscene jokes or other inappropriate
use of sexually offensive language; the display in the studio of sexually suggestive objects
or pictures; and unwelcome sexual advances by teachers, students, customers, clients, or other
visitors to a studio. Non-physical gesture, behavior, unnecessary physical contact, verbal
suggestion, or innuendo may constitute sexual harassment.

Sexual Misconduct:
We prohibit sexual misconduct in our studio. Sexual misconduct is any unsolicited and unwelcome
sexual advance including requests for sexual favors, sexual touching, and verbal, visual, or physical
conduct that creates a sexually hostile environment in a yoga class or studio. Sexual misconduct also
arises if a teacher engages in conduct that has the purpose or result of requiring a student to submit
to such conduct to obtain any benefit or privilege relating to the study or teaching of yoga. While it is
not possible to list all the circumstances that may constitute sexual misconduct, the following are
examples of misconduct:
• Sexual advances whether they involve physical touching or not;
• Sexual epithets, jokes, written or verbal references to sexual conduct, gossip regarding one’s sex
life, comments on an individual’s body, sexual activity, deficiencies, or prowess;
• Displaying sexually suggestive objects, pictures, cartoons;
• Unwelcome leering, whistling, brushing against the body, sexual gestures, suggestive or insulting
comments;

• Comments or conjecture about a person’s sexual orientation or gender identity;
• Inquiries into one’s sexual activities;
• Sexually oriented asana adjustments or touch; and
• Discussion of one’s sexual activities.

Verbal Harassment:
• Unwanted sexual teasing, stories, jokes, remarks, or questions
• Sexual comments, stories or innuendo
• Turning work discussions to sexual topics
• Asking about sexual fantasies, preferences, or history
• Asking personal questions about social or sexual life
• Sexual comments about a person’s clothing, anatomy, or looks
• Telling lies or spreading rumors about a person’s personal sex life.
• Referring to an individual as a doll, babe, sweetheart, honey, or similar term
• Repeatedly asking a person out on dates who is not interested
• Unwanted letters, telephone calls, or sending materials of a sexual nature
• Stalking on social media
• Unwanted pressure for sexual favors

Non-Verbal Harassment:
• Blocking a person’s path or following
• Giving unwelcome personal gifts
• Displaying sexually suggestive materials
• Making sexual gestures with hands or through body movements
• Unwanted sexual looks or gestures

Physical Harassment:
• Hugging, kissing, patting, or stroking
• Touching or rubbing oneself sexually around another person
• Unwanted deliberate touching, leaning over, cornering, or pinching
• Giving an un-wanted massage

• Sexually oriented asana adjustments or touch
• Promising enlightenment or special teachings or status in exchange for sexual favors
• Actual or attempted rape or sexual assault

Romantic Relationships Between Teachers and Students:
Teachers shall not invite, respond to, or allow any sexual or romantic conduct with a student
during the period of the teacher-student relationship.

At Purnam yoga Shala ,we take our members commitment and dedication seriously . recognizing the
innate impact and responsibility we have in offering yoga teaching and training standards.
we know transparency and accountability is critical to nurturing the trust between us, our members
,and the broader yoga community.
the accountability department responsibilities are as follows:
– handing and resolving grievances
-inquiries, and concerns from and about our members regarding potential violations of our code of
conduct
-scope of practice and standards.
our mission is to promote and foster high quality, safe, accessible, and equitable yoga teaching.
-our accountability personnel also serve by providing best practice for the teaching and practice of
yoga .
-what is our grievance process-
receive a complain and review the complain- After receiving a complain/grievance, Accountability
personnel will review allegations and evidence to determine whether there are potential violations
of our policies and Standards.
our grievance staff will then fix a time to speak with the individual and offer support to the
individual(s) reporting the claim and also get more clarity about their report.
Additionally we hear all sides of the matter, including speaking with the respondent before
determining a course of action.
-taking action-
our action process first step- warning. sometimes warning is enough so that the action is not
repeated in the future.
We reserve the right to suspend any staff or student in violation of our policies and standards if
after the warning same complaint is received again. The Accountability Department makes such
decisions after proper investigation of the complaint/grievance.
sometimes a student or staff decides to submit a complaint but does not want any action taken.
With all cases we take a note of the complaint/grievance and actively monitor these so that it
doesn't happen again.
-we believe that everyone should be free to practice yoga safely and equitably and that
accountability measures are essential to securing these rights.
we brief our trainees about the accountability measures we have in place. also the trainees can
incorporate these measures once they start teaching or become a part of any organization.

We prohibit retaliation against employees or anyone else for raising a concern about a violation
of our Code of Conduct, our policies, and/or the law, or for participating in an investigation
relating to a violation of any of the foregoing.

WHAT IS RETALIATION:
Retaliation means taking an “adverse action” against any person for having reported or
threatened to report harassment, discrimination, retaliation, or violations of our Code of Conduct,
or for participating in an investigation into a complaint of harassment, discrimination, or retaliation
or violations of our Code of Conduct.
In the case of employees, retaliation is an adverse employment action taken against an
individual for having reported or threatened to report harassment, discrimination, or retaliation,
or for participating in an investigation into a complaint of harassment, discrimination, or retaliation.
Retaliation may include any acts that are “materially adverse” to a reasonable employee,
regardless of whether those acts result in a loss of pay, benefits, or any other privileges of
employment, or not. For an action to qualify as retaliation, an employee or supervisor’s
actions must be harmful to the point that they may dissuade a reasonable worker from making
a charge of discrimination. Some examples of adverse actions are denial of promotion, refusal
to hire, denial of job benefits, demotion, suspension, and discharge. Other types of adverse
actions include threats, reprimands, negative evaluations, harassment, or other adverse treatment.
Reporting Sexual Harassment and Sexual Misconduct
We have a zero-tolerance policy for sexual harassment or sexual misconduct. We encourage
anyone who has been anyone who is subject to or school management. We need to know
what’s going on so we can act on it. We will do everything possible to stop sexual harassment
and sexual misconduct from happening. We will not permit anyone to retaliate against you for
filing a report of sexual misconduct.
Responsibility of Managers
Managers have a responsibility to create, uphold, and promote a safe, respectful, and inclusive
work environment. Like all employees, managers are required to comply with our Code of
Conduct. Managers may be subject to disciplinary action if they engage in, ignore, or in any
way condone, conduct that violates our Code of Conduct.
Managers are required to promptly report any violation of our non-retaliation policy to the

human resources department or school management. Promptness is key and managers
should report as soon as possible upon learning of a violation. The failure by a manager to
report in a timely fashion or at all, may result in discipline up to and including termination.
Managers shall not, under any circumstances, retaliate against anyone, blame the victim,
conceal a report, or discourage employees from reporting sexual harassment or violations
of our Code of Conduct. If you believe a manager has behaved in that way, please report it
to the Human Resources Department or school management.

Graduation from our program requires the student’s attendance at all training sessions. Any
absence must be approved in advance by our program director. A maximum of 4 hours
may be missed if arranged in advance and approved by the program director. We will provide
1 day make-up session totalling 4 hours included in the price of tuition.
We do not accept unapproved absences and they may result in dismissal from the program.
In this case, graduation will be at the sole discretion of the program director.

Upon receiving an acceptance email, the applicant will be charged a deposit of 50% of the total fee
by online banking/money transfer. Final invoices will be emailed when the total course fee is
received.
The deadline to pay in full is on arrival at the studio.
If applicant withdraws from the program after acceptance, but before the program starts,
Total deposit from applicant’s deposit amount will be retained by the program. However, such
amount can be applied towards a future training program within 12 months of the earlier course
start date.
The program will not give any refunds or credits after the training starts. The program reserves
the right to cancel any training before it begins. In that case any payments applicants have
made will be refunded in full.

Reporting of Policy Violations
We encourage anyone who has been the subject of sexual misconduct or any other action
that violates our policies and Code of Conduct to report the incident to our Ethics
Committee, Human Resources department, or school management (henceforth referred to
as the “reviewing body”). The report should contain the following information:
• Your full name;
• Your email and phone number;
• The name of the person who the grievance is against;
• A description of the alleged policy violation;
• The date and location of the policy violation;
• Names and contact information of any witnesses with first-hand
knowledge of the situation; and,
• Any other credible evidence that is available to support the grievance.

In the interest of fairness and privacy, all reports must be made by the person who has
personally
experienced the misconduct. We will not investigate a matter based upon a third-party
report
of misconduct.
All reports must be made in good faith based on information the person reporting the
incident
reasonably believes to be accurate.
We may request additional information from the person reporting the incident throughout
the
course of review of the report.
We will take appropriate action to ensure compliance with our policies. The reviewing body
will impose any sanctions that it feels are fair, just, and reasonable under all circumstances.
We will not allow anyone to retaliate against any person for making a report in good faith or
providing information in connection with an investigation into an alleged violation.
Any information provided during a grievance report review will be treated on a confidential
basis. Similarly, any actions that the taken in response to the report will also be confidential.