To ensure the success of all Netlaw Media events, initiatives and activities, all participants including delegates, suppliers, clients, staff and sponsors must be able to work in a safe environment. Netlaw Media is committed to ensuring that disrespectful, discriminatory, inappropriate or unprofessional behaviour or harassment of any kind including at any event is prevented. Such behaviour will not be tolerated, and participants will be asked to stop any harassing behaviour and are expected to comply immediately. Failure to comply will result in immediate removal or dismissal and in severe cases may result in rejection of participation in the future.
Harassment includes; offensive verbal comments related to (but not limited) gender, gender identity and expression, age, sexual orientation, disability, physical appearance, body size, race, ethnicity, religion, technology choices, sexual images in public spaces, deliberate intimidation, stalking, following, harassing photography or recording, sustained disruption of talks or other events, inappropriate physical contact, and unwelcome sexual attention, and encouragement of any of the above behaviours.
Social Media and Communications
Netlaw Media has an expected standard of communication in which any persons’ representing the company are expected to adhere. Netlaw Media expects all representatives, including staff and contractors to communicate with respect, and ensure that any exchange between internal and external parties (including delegates, suppliers and sponsors) does not breach the Code of Conduct.
Unacceptable non-verbal (via email, telephone or other means of online communications) and verbal, (direct or indirect) communication, will not be tolerated including but not limited; foul, offensive, insulting or abusive language, any behaviour that is likely to intimidate, offend, insult, humiliate or discriminate against any other Person on the grounds of their religion, race, sexual orientation, colour or national or ethnic origin.
Staff should not engage in public criticism (whether via social media or social networking sites or otherwise) of any delegate, sponsor, client, competitor or any other person which might be offensive, inappropriate, intimidating or insulting.
Staff should comply with the Code of Conduct in respect of Social Media and any Communications that brings, or has the potential to bring, Netlaw Media into disrepute.
Netlaw Media events are renowned for delivering an opportunity for the legal community to network, and share thought-leadership, best practice advice, support and build collaborative partnerships with commercial vendors and peers. Networking is a core objective of all events (face-to-face and virtual), and this can only be achieved in a safe, welcoming and respectful atmosphere.
All involved in delivering a Netlaw Media event, from staff to speakers including chairpersons, moderators, to contractors and third-party suppliers including volunteers, are expected to conduct themselves in the highest possible standard including professional behaviour, engagement and interaction. Netlaw Media in partnership with event venues, is responsible for ensuring the health, safety and wellbeing of all participants, staff and exhibitors at its events. In order to meet this responsibility, we have has developed this Code of Conduct in which all groups are expected to follow.
All staff, attendees, speakers, sponsors, clients, contractors and volunteers of a Netlaw Media Ltd (Organisers) event are required to agree with the Code of Conduct. We as the Organisers will enforce this code throughout all events, initiatives and activities (including face-to-face and virtual activities). We expect cooperation from all participants to help ensure a safe environment for everybody.
Participants asked to stop any harassing behaviour are expected to comply immediately.
All sponsors and /or exhibitors of the event are also subject to the anti-harassment policy. In particular, sponsors and /or exhibitors should not use sexualised images, activities, or other material. Booth staff (including volunteers) should not use sexualised clothing/uniforms/costumes, or otherwise create a sexualised environment.
If a participant engages in harassing behaviour, the organisers may take any action they deem appropriate, including warning the offender or expulsion from the conference with no refund.
If you are being harassed, notice that someone else is being harassed, or have any other concerns, please contact a member of Netlaw Media immediately. Netlaw Media staff can be identified onsite at events as they’ll be wearing badges and can be located at the Netlaw Media stand or at the reception of the venue.
Netlaw Media will be happy to help participants contact hotel/venue security or local law enforcement, provide escorts, or otherwise assist those experiencing harassment to feel safe for the duration of the event. We value your attendance.
We expect participants to follow these rules at conference and workshop venues and conference-related social events.
Netlaw Media staff are expected to adhere to the Code of Conduct and failure to do so is a breach of employment contract, and will normally result in disciplinary action. Severe cases may be classed as gross misconduct, and may have grounds to justify dismissal for a first offence, and without notice.
Making a complaint
Complaints can be made in person onsite at an event or via email@example.com.
We take our responsibility seriously and commit to following up all complaints and dealing with violations of the Code of Conduct in a professional and clear manner.
All complaints will be escalated to the relevant Line Manager, including a reference to the details of the breach. This should be done as soon as possible after a complaint has been received. The relevant manager will decide whether the complaint requires further action.
Upon receiving a compliant we will review the matter, to determine if the Code of Conduct has been breached, and what, if any, should be the consequences of the violation. Where the names of the complainant and accused offender are given, both parties will be informed of the process and any findings and decisions at the end of it.
All complaints will be assumed to have been made in good faith, irrespective of whether they have been raised anonymously, or in person. Anonymous complaints will be considered and kept on file, but by their nature we may not be able to investigate them or provide an official response. Where a complaint is found to have been made maliciously, it will be dismissed. You will receive confirmation of receipt of your complaint within 72 hours.