The purpose of this policy is to establish clear and acceptable behavior expectations for Owosso Country Club members, guests, and employees. It is not intended to restrict the rights of anyone but rather to ensure that all members, committee members, guests, and employees can expect to be treated with dignity and respect while playing, working, or volunteering at Owosso Country Club.

Only members in good standing and guests are entitled to use the clubhouse, golf course, or grounds. The rights of any member to the privileges of the Club shall coexist with the period of his or her membership. The Club deems that all members upon election to the Club have given their consent to be bound by the by-laws and rules of the Club; both to the restrictions and the penalties imposed including monetary reimbursement to the club for damages to property and equipment.

Board of Directors / Committees

The Board of Directors, Club management, and members of the various volunteer committees appointed by the Board may deal with matters pertaining to the conduct of the members or employees.

Any member, family member or guest of a member, whose conduct the Owosso Country Club’s Board of Directors considers improper, offensive, or likely to endanger the welfare, safety, harmony or good reputation of the Club or its members may be reprimanded, suspended, or expelled from the Club. The Club’s Board of Directors will be the sole judge of what constitutes improper conduct or conduct likely to endanger the health, safety, welfare, harmony or good reputation of the Club or its members.

The Owosso Country Club Board of Directors may reprimand, suspend, or expel a member, if it is determined that the member:

1. Submitted false information on the application for membership.
2. Exhibited unsatisfactory behavior, conduct or appearance.
3. Failed to pay dues, fees, or Club accounts in a timely manner.
4. Failed to abide by the rules & regulations, as set forth for the use of the Club’s facilities.
5. Treated the Club’s personnel, employees or any of the Club’s partners or representatives in an unacceptable or abusive manner.
6. Failed to respect the golf course by damaging the Club’s golf course, property, or equipment.
7. Permitted use of their membership account by an unauthorized person.

All members and players will NOT:

• Conduct themselves in an unsportsmanlike manner and knowingly cheat, disrespecting employees, members or guests, damage property or the course such as not repairing divots, ball marks, tee markers, signs, etc.
• Disregard the proper dress code or golf etiquette as defined within the rules and golf etiquette sections of the Owosso Country Club Members Handbook.
• Bring alcohol onto the course that was not purchased on site.
• Use or have an association with illegal drugs anywhere on the Club premises.
• Physically threaten, slander, or verbally abuse the Club members, committee members, guests, or employees.
• Ignore any rules prescribed by the Board of Directors

Sexual Harassment Policy

Adopted by the Board of Directors 

Purpose 

Owosso Country Club ("OCC") is committed to providing a safe, respectful, and professional environment for all employees, members, directors, contractors, and guests. Sexual harassment of any kind is strictly prohibited. This policy applies to all individuals associated with OCC, including but not limited to the Board of Directors, management, employees, members, vendors, contractors, and guests. 

Definition of Sexual Harassment 

Sexual harassment includes any unwelcome sexual advance, request for sexual favors, or other verbal, visual, or physical conduct of a sexual nature when: 

1.    Submission to such conduct is made, explicitly or implicitly, a term or condition of an individual's employment, membership, or participation. 

2.    Submission to or rejection of such conduct is used as a basis for decisions affecting that individual. 

3.    Such conduct has the purpose or effect of unreasonably interfering with an individual's work, participation, or enjoyment of the Club, or creating an intimidating, hostile, or offensive environment. 

Examples include, but are not limited to: 

o      Unwanted touching, hugging, patting, or other physical contact. 

o      Sexual jokes, comments, or gestures. 

o      Displaying or distributing sexually suggestive images or materials. 

o      Repeated, unwelcome invitations or propositions. 

o      Comments or inquiries about a person's body, appearance, or sexual orientation. 

o      Any retaliation for rejecting sexual advances or reporting misconduct. 

Protected Categories 

In accordance with federal law (Title VII of the Civil Rights Act of 1964) and the Michigan Elliott-Larsen Civil Rights Act, OCC strictly prohibits harassment or discrimination based on sex, sexual orientation, gender, gender identity or expression, race, color, national origin, religion, age, height, weight, marital status, disability, or any other protected category under applicable law. 

Scope 

This policy covers: 

·         All members of the Board of Directors 

·         All employees of OCC 

·         All Club members, contractors, and guests 

Board members are held to the highest standard as fiduciaries and representatives of the Club. 

Reporting Procedures 

1.            Employees 

Employees who experience or witness sexual harassment should promptly report it to the General Manager, House Manager, or Office Manager. 

If the complaint involves one of these individuals, it should be reported directly to the President of the Board. 

2.            Members or Guests 

Members or guests who experience or observe harassment should report the incident to the Office Manager, General Manager, or any Board Member. 

3.             Board Members 

If a Board Member is accused of harassment, the complaint will be reviewed by the remaining members of the Board (excluding the accused). The Board may engage an independent investigator or legal counsel to ensure impartiality. 

All complaints will be taken seriously, investigated promptly, and handled confidentially to the fullest extent possible. 

Investigation Process 

·         An investigation will begin immediately upon receipt of a complaint. 

·         All relevant parties and witnesses will be interviewed. 

·         Findings and recommendations will be documented in writing. 

-A final decision will be made by the appropriate authority (management or Board) within approximately 30 days, whenever possible. 

·         The complainant and accused will be notified of the outcome. 

Consequences and Disciplinary Action 

If the Accused is an Employee: 

·         Disciplinary action up to and including termination of employment. 

·         Notification of law enforcement if criminal conduct is suspected. 

If the Accused is a Member or Guest: 

·         Written warning or probationary period. 

·         Suspension of membership or guest privileges. 

·         Termination of membership for severe or repeated violations. 

·         Ban from premises if necessary to protect others. 

If the Accused is a Board Member: 

·         Immediate removal from leadership duties. 

·        Formal censure documented in Board minutes. 

·         Vote for removal from the Board in accordance with bylaws. 

·         Referral to law enforcement if the conduct violates criminal law. 

Non-Retaliation 

Retaliation against any person who, in good faith, makes a complaint, provides information, or participates in an investigation is strictly prohibited. 

Any retaliation will result in disciplinary action, up to and including termination, membership revocation, or removal from the Board. 

Training Requirement 

OCC will provide periodic sexual harassment prevention training for all employees and Board members. 

Training will include education on recognizing, preventing, and reporting sexual harassment and will reinforce OCC's commitment to a respectful workplace and club environment. 

Board Accountability 

The Board of Directors shall: 

·         Enforce this policy uniformly and without exception. 

·         Model appropriate professional behavior. 

·         Take immediate and documented action upon learning of potential violations. 

Failure by any Board member to take appropriate action may itself constitute misconduct and result in disciplinary measures, including removal from office. 

Policy Review 

This policy shall be reviewed annually by the Board of Directors and updated to maintain compliance with applicable laws, EEOC guidance, and Michigan's Elliott-Larsen Civil Rights Act. 

o       Approved by the Board of Directors on: 6/24/26

Should you be involved in or observe any breaches of the above, the following procedure should be followed:

• Inform the Business Office of the incident with a written description of the incident including the individuals involved.
• The Club President has the authority to take immediate action to remedy any incident or determine if the incident will be reviewed by the board for reprimand, suspension, or expulsion, if necessary, as defined within the Owosso Country Club by-laws, section: Resignation, Reprimand, Suspension and Expulsion.