NPMA Conference and Events Terms and Conditions
NPMA Conflict of Interest Policy
NPMA Diversity and Inclusion Policy
All registrations must include fees or will not be processed. All checks should be made payable to NPMA, and must be in U.S. dollars, drawn on a U.S. bank. If you fax a registration form, DO NOT MAIL A DUPLICATE COPY. Unless otherwise noted, full registration fees include access to all educational sessions, exhibit hall, general sessions, and social functions associated with the event. Fees do NOT include travel, hotel, or optional tours.
Refund Policy: All cancellations and refund requests must be received in writing.
All attendees agree to abide by the NPMA Code of Conduct and Anti-Harassment Policy, outlined below.
(Approved by the Board of Directors March 21, 2023)
NPMA is dedicated to a safe, productive, and welcoming environment free from discrimination and harassment. NPMA expects all meeting participants (including attendees, event staff, NPMA staff, presenters, vendors, guests, contractors, students, and exhibitors) to treat other participants with respect. NPMA does not tolerate harassment of conference participants or association sponsored activities in any form. “Harassment” includes, but is not limited to:
• Verbal comments, jokes, or imagery that reinforce negative stereotypes related to gender, gender identity and expression, sexual orientation, disability, physical appearance, body size, race, age, religion, or sex;
• Display of sexual images in public spaces;
• Deliberate intimidation, stalking, or following;
• Inappropriate and unwelcome physical contact;
• Unwelcome sexual attention, including persistent romantic invitations even after such invitations have been declined; and
• Advocating for or encouraging any of the above behavior
Want to file a complaint, have questions, or need assistance?
If you are being harassed or have witnessed harassment and would like to make a report, please contact Alexis Wirtz, Senior VP, Convention & AMS at 703.963.7404 or Jillian Gardner, Office Manager and Assistant to the CEO at 703.304.6652, or send an email to hr@pestworld.org. If you have been a victim of assault or believe yourself to be in danger, seek help immediately by calling 911 or contacting hotel or conference security.
A report of harassment may result in a warning, removal from or denial of access to NPMA events, and exclusion from future NPMA events on a temporary or permanent basis.
You may choose to submit an anonymous report.
All reports are kept confidential to the extent possible.
All reports are taken seriously and will be investigated.
Investigations usually include gathering relevant details and information (verbal or written) from the reporter, the target (if they are not the reporter), and witnesses, and the digital archive. Investigations may extend beyond the end of the meeting.
The outcomes of investigations and subsequent sanctions will not be made public except as compelled by force of law; however, those reporting incidents will be informed of the outcome.
NPMA may also provide information regarding the report of harassment to the employer or company of the individual identified in the report and to state or local authorities if warranted.
If a participant is asked to leave an event because of a report received under this policy, the participant will not receive a refund.
In addition to the actions that may be taken at meetings (as described above), violators of the code of conduct may receive additional communications regarding the actions taken and participation in future events.
Compliance with Laws:
NPMA and its employees pledge to comply with both the letter and spirit of all applicable laws.
Non-Discrimination Statement:
NPMA will provide courteous and helpful service to all volunteers, members and participants, and shall make decisions without bias to race, color, religion, national origin, sex, disability, marital status, age, veteran status, or any other legally protected category.
(Approved by the Board of Directors March 21, 2023)
NPMA is committed to providing an environment free from all forms of discrimination and harassing, coercive, or disruptive conduct, including sexual harassment. Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal, visual or physical conduct of a sexual nature. Further, harassment based on sex (gender), race, color, religion, national origin, age, disability, or veteran status is forbidden.
NPMA does not tolerate harassment of any employee, vendor, member, supplier, conference participant, or guest at association sponsored activities in any form. “Harassment” includes, but is not limited to:
Under the law, this type of behavior is also likely to be considered to be unlawful "harassment" if the initiator knew that the conduct would be unwelcome or offensive (or the conduct was of the type which most reasonable people would have realized would be offensive under the circumstances).
If an individual is being harassed, or has witnessed harassment, they are encouraged to report it immediately.
Any director who is determined, after an investigation, to have engaged in harassment shall be subject to disciplinary action, including removal from the Board when warranted.
The Board of Directors recognizes that the Employee Manual shall include an Anti-Harassment Policy for staff.
Compliance with Laws:
NPMA and its employees pledge to comply with both the letter and spirit of all applicable laws.
Non-Discrimination Statement:
NPMA will provide courteous and helpful service to all volunteers, members and participants, and shall make decisions without bias to race, color, religion, national origin, sex, disability, marital status, age, veteran status, or any other legally protected category.
(Approved by the Board of Directors July 16, 2013)
Through its committee, board meetings, and other activities, NPMA brings together representatives of competitors in many areas. Although the principal activities of NPMA and its committees are to support its members in being professional, knowledgeable, and profitable through education, industry leadership, public policy initiatives, and market development resources, with no intent to restrain competition in any manner, NPMA nevertheless recognizes the possibility that NPMA and its activities are subject to the antitrust laws. For this reason, the Board of Directors seek to emphasize, through this Antitrust Policy Statement (the “Statement”), its unequivocal support for the policy of competition served by the antitrust laws and NPMA's uncompromising intent to comply strictly in all respects with these laws.
If any individual NPMA member believes that the topic of discussion during a NPMA meeting raises antitrust concerns, the member should immediately state that concern and either insist that the discussion be discontinued until advice of Legal Counsel is provided or, leave the room.
(Approved by the Board of Directors October 20, 2012)
The purpose of this conflict-of-interest policy is to prevent the institutional or personal interests of National Pest Management Association (NPMA) directors, officers, and employees from interfering with the performance of their duties to NPMA, and to ensure that there is no personal, professional, or political gain at the expense of NPMA. This policy is not designed to eliminate relationships and activities that may create a duality of interest, but to require the disclosure of any conflicts of interest and the recusal of any interested party in a decision relating thereto.
(Approved by the Board of Directors March 2014)
Diversity is valuing, appreciating, and effectively utilizing the talents of people with a variety of backgrounds, experiences, ethnicities and perspectives.
Diversity is a way of life, not just a one-time initiative. It is an ongoing responsibility with the highest priority. To that end, we strive to attract, develop, retain and include employees, committee members, and directors and officers throughout NPMA who support our commitment.