Program Fee Payment and Cancellation

Invoice & Payment Deadline

If accepted to the program, you will receive an invoice from VIA’s finance department with instructions to complete the payment within approximately one week of confirming your participation. Full payment is due 30 days from the invoice issue date. If your invoice is issued 30 days or less before the program start date, full payment is due when you receive the invoice.

Participation Cancellation

VIA will return 50% of the program fee if your cancellation is confirmed at least 30 days before the program start date. If you cancel less than 30 days before the program, we are unable to refund your program fee. Partial refunds will be considered in extenuating circumstances.

Program Modification or Cancellation

VIA may convert the program to a virtual format at any time prior to the program start dates if travel and in-person activities are not possible due to natural disasters, including pandemics. If the program is converted to a virtual format, VIA will return the amount of the in-person program fee paid that exceeds the virtual program fee. The exact amount returned will reflect any program fee reductions to the participant’s fee (if applicable).

If you choose to not participate in the virtual program, the participant cancellation policy will apply to the virtual program fee amount. If the program is canceled entirely and a virtual participation option is not offered, you will receive a full refund.

Health & Safety Expectations

Nobody can predict every situation that may arise during a VIA Program. There are risks you must understand and accept as part of participating in a VIA Program.

We expect all VIA Program participants to be proactive and responsible during the VIA Program for their personal health and safety, and to exercise appropriate caution and judgment in their conduct and behavior. To protect your own health and safety, and to minimize any risks or dangers you may encounter while on the VIA Program, it is necessary to abide by the laws, rules, and regulations of governments and authorities applicable to your location.

Personal Safety & Property

VIA has not made and does not make any representation regarding your personal safety or that of your property during the VIA Program. VIA is not responsible for missing, damaged, or stolen goods, including electronic or digital property or information.

Online Activity Risks

Participating in a VIA Program that involves online preparatory and follow-up activities and communications may expose you to certain risks and dangers found in any type of online activity including, but not limited to, data mining, phishing, viruses, malware, data breach of online information, cyberbullying, exploitation, victimization, cyberstalking, online grooming, cyber predators, digital footprint, reputation loss, compliance violations, brand hijacking, and image replication. To participate in any VIA Program, you must affirm that you have considered these risks and dangers carefully before deciding to participate.

Travel Risks

Participating in a VIA Program that involves travel to and within foreign countries exposes you to certain risks and dangers found in any type of travel and tourist activities including, but not limited to, transportation delays or accidents, accommodation mishaps, victimization by criminal activity, loss of personal property, illness, and injury. To participate in any VIA Program, you must affirm that you have considered these risks and dangers carefully before deciding to participate.

Physical & Mental Health Risks

Participating in a VIA Program may subject you to physical and mental stress. You must be healthy and reasonably fit in order to safely participate in any VIA Program. Should your health care provider have any reason to object to your participation in a VIA Program, you must inform VIA immediately. You are solely responsible for monitoring your health and condition during all VIA Program activities. To participate in any VIA Program, you must affirm that you are physically and mentally fit to participate.

Insurance Coverage Requirements

You must enroll in personal medical and travel insurance before your departure from your home country, or maintain health insurance coverage for the duration of the VIA Program if it is held in your home country. If you decline to enroll in insurance offered by VIA, you must submit proof of insurance valid for the VIA Program location and duration to VIA staff before your departure.

Disclosing Health Information

You must inform VIA staff of any medical treatments or prescription drugs you are receiving or any medical conditions that may affect your participation or health during the program.

Health-Related Travel Regulations

You will be solely responsible for determining which health-related regulations or requirements, if any, may apply to you in order to participate in a VIA Program and ensuring you are able to meet them. This may include, but is not limited to, providing proof of vaccination or health status for entry into the country where the VIA Program is held, for re-entry to your home country, or as required to participate in activities or site visits by a host institution. 

Health-Related Impacts on Participation

Your participation in a VIA Program may be limited if you experience symptoms of illness, test positive for a communicable disease subject to public health advisories in effect, or are otherwise unable to meet requirements for a site visit or particular activity during the VIA Program. VIA may request that you take preventative measures to reduce the potential for transmission to others during this VIA Program at your own expense, including, but not limited to, wearing a mask and self-isolating. If you are unable or unwilling to take preventative measures requested, you may not be permitted to participate in certain program activities. To participate in any VIA Program, you must affirm that you have considered these requirements and the potential impact on your VIA Program experience carefully before deciding to participate.

Seeking Treatment & Informing Emergency Contacts

If you become ill or are unable to make medical decisions during VIA Program activities, you must consent to VIA staff or other authorized officials acting on your behalf to obtain emergency medical treatment. You must also consent to VIA notifying your listed Emergency Contact(s) and sharing information about your condition with your Emergency Contact(s).

Legal Liability

You will be solely responsible for any action that may be taken against you by governments and authorities while participating in this VIA Program for any actions you take that violate any laws, rules, or regulations that apply to you. VIA will not provide assistance. VIA is also not responsible for your actions or activities outside the VIA Program.

Participation Expectations

VIA Program participants and fellows must comply with all the rules, regulations, and policies of VIA, including those applicable generally and those pertaining to a specific VIA Program, to ensure the dignity and wellbeing of others in the VIA staff, community members, guests, fellows, and participants at all times. VIA staff or other authorized officials may from time to time establish rules and policies for this VIA Program, which may be announced orally or in writing.

Proselytizing & Political Activity

Proselytizing for any religion or spiritual calling, or engaging in political activity or making public announcements related to politics or public policy in the countries or geographic regions represented in any VIA Program is prohibited while working or participating in a VIA Program, except where protected by applicable laws, rules, and regulations of relevant governments and authorities.

Policy Against Harassment

As a leading cross-cultural experiential learning organization, VIA takes seriously reports of sexual or other harassment, whether arising in domestic or foreign settings, that may adversely affect VIA Program participants and staff. Our overall goal is to ensure that VIA participants are able to engage in VIA-related activities — including working with local partner organizations — while experiencing a safe and courteous work or learning environment. Materials for particular VIA Programs and the VIA Staff Handbook set forth specific harassment procedures for identifying and addressing issues or concerns that may arise in this area. VIA is committed to providing a work and participation environment that is free of harassment.

VIA does not tolerate harassment of applicants, participants, fellows, coordinators, volunteers, contractors, or employees by another employee, supervisor, participant, fellow, coordinator, volunteer, vendor, customer, or any third party. VIA prohibits any form of harassment on the basis of race, color, national origin, ancestry, place of birth, citizenship, sex, pregnancy (including childbirth, breastfeeding or related medical conditions), sexual orientation, gender, gender identity or expression (including sex stereotyping), transgender status, age, religion or religious creed (including religious observances, practices, dress and grooming standards), physical, intellectual or mental disability, medical condition, family care or medical leave status, genetic information, AIDS/HIV status, marital or domestic partnership status, military service, veteran or military status, military caregiver status, status as a victim of domestic violence, assault or stalking, weight, height, criminal history (including arrests and records of conviction), political affiliation, position in a labor dispute, application or participation in a public assistance program, or any other characteristic or status protected by US federal, state or local laws. Discrimination based on the perception of someone being in a protected class or affiliating with someone in a protected class is also unlawful.

VIA’s commitment to preventing harassment applies to all persons involved in the operations of VIA, including those who help VIA to establish a business, service, or professional relationships and prohibits unlawful discrimination by any employee of VIA, including supervisors and coworkers, as well as outside third parties including customers, participants, fellows, coordinators, volunteers, and vendors.

Harassment Defined 

Harassment is unwelcome verbal, visual, written, or physical conduct creating an intimidating, offensive, or hostile work and learning environment that interferes with work performance or program participation. Harassment can be verbal (including slurs, jokes, insults, epithets, derogatory comments, threats, gestures, or teasing), graphic (including offensive posters, symbols, cartoons, drawings, computer displays, or e-mails), or physical conduct (including physically threatening another, blocking someone’s way, etc.) that denigrates or shows hostility or aversion towards an individual because of any protected characteristic. Such conduct violates this policy, even if it is not unlawful. Because it is difficult to define unlawful harassment, VIA employees, participants, fellows, coordinators, and volunteers are expected to behave in a professional and respectful manner at all times.

Sexual Harassment Defined 

Sexual harassment can include all of the above actions, as well as other unwelcome conduct, such as unwelcome or unsolicited sexual advances, requests for sexual favors, conversations regarding sexual activities and other verbal or physical conduct of a sexual nature. Sexual harassing conduct need not be motivated by sexual desire or orientation, and hostile treatment can amount to sexual harassment regardless of whether it is motivated by sexual desire or orientation. VIA prohibits any verbal, written, physical, or visual conduct of a sexual or gender-stereotypical nature that unreasonably interferes with an individual’s work performance, their ability to participate in a program, or creates an intimidating, hostile, or offensive work or learning environment.

Examples of conduct that violates this policy include, but are not limited to:

1. Verbal harassment: making requests for sexual favors, unwelcome sexual advances, engaging in sexually graphic or degrading sexual comments, derogatory jokes, comments or slurs about a person’s body or negative stereotyping;
2. Written harassment: sending sexually suggestive, obscene, or offensive memoranda, letters, notes, emails, text messages, or cards;
3. Physical harassment: making offensive physical contact including hugging, touching, blocking movements, massaging, kissing, grabbing, pinching, patting, or brushing up against another person’s body; or
4. Visual harassment: leering, making sexual gestures, displaying or distributing sexually suggestive cartoons, drawings, pictures, posters, or Internet websites.

We do encourage appropriate and collegial relationships among employees, participants, fellows, coordinators, and volunteers; however, everyone must be sensitive to conduct that may be considered offensive by others and must refrain from engaging in such conduct. Conduct prohibited by this policy is also unacceptable in any setting outside of the workplace or program, such as during work or program-related trips, meetings, or social events regardless of whether the conduct is engaged in by an employee, participant, fellow, coordinator, volunteer, customer, vendor, or other third party.

Training

VIA provides interactive harassment prevention training and education to all employees. Supervisory employees will be provided with two (2) hours of harassment prevention training within six (6) months of hire or promotion to a supervisory role. Non-supervisory employees will be provided with at least one (1) hour of harassment prevention training within six (6) months of hire. Harassment prevention training will be provided once every two years for current employees.

Temporary or seasonal employees will be provided harassment prevention training within 30 calendar days after the hire date, or within 100 hours worked if the employee will work for less than six (6) months.

VIA’s training will include bystander intervention training that provides practical guidance on how to enable bystanders to recognize and take action when they observe problematic workplace behaviors related to harassment.

Complaint Procedures

The following steps have been put into place to ensure the work and learning environment at VIA is respectful, professional, and free of harassment. If you believe someone has violated this policy, you should immediately report the matter to your Program Director. If your complaint involves your Program Director or your Program Director does not respond within 36 hours, you should contact the alternate emergency VIA staff contact provided for your program.

Investigation

All reports of harassment will be taken seriously and will be investigated promptly, objectively, and thoroughly. VIA will endeavor to protect the privacy and confidentiality of all parties involved, except to the extent necessary to conduct a thorough investigation. VIA will conduct an objective and timely investigation, which will be documented and tracked. VIA will also inform the complainant of its findings.

VIA expects employees, participants, fellows, coordinators, and volunteers to cooperate in investigations by participating in interviews and answering interview questions to the best of their knowledge. Anyone who attempts to impede, actually impede, or otherwise take steps to undermine the integrity of an investigation will be considered in violation of this policy.

Disciplinary Action

VIA has zero tolerance for harassing behavior and will take corrective action. Anyone, employee or non-employee, regardless of position or title, whom VIA determines has engaged in conduct that violates this policy will be subject to discipline, up to and including removal from a program. If a violation of this policy occurs, discipline may be imposed, even when the conduct does not constitute a violation of any laws prohibiting harassment or discrimination. 

Retaliation

VIA will not tolerate any retaliation against an employee, trainee, participant, fellow, coordinator, or volunteer for making a legitimate complaint of discrimination or harassment, for assisting another in making such a complaint, or for participating in an investigation of a complaint. Retaliation is a violation of the law and this policy and will result in discipline, up to and including termination. Anyone who experiences or witnesses any conduct that they believe to be retaliation should immediately follow the complaint procedures described above. Anyone, regardless of position or title, whom VIA determines has engaged in conduct that violates this policy against retaliation will be subject to discipline, up to and including removal from a program.

We cannot remedy claimed harassment or retaliation unless you bring these claims to VIA’s attention. Failure to report claims of harassment and/or retaliation prevents us from taking steps to remedy the problem.

Transgender and Gender Non-Conforming Policy

VIA supports transgender and gender non-conforming employees, participants, fellows, coordinators, and volunteers to discuss their gender identity or expression, or to keep such information private. Everyone has the right to be called by the name and pronoun that correspond to their gender identity. Any refusal to intentionally refer to someone by their preferred name or pronouns or similar actions can constitute harassment, a violation of VIA policy. Such conduct is subject to discipline, up to and including removal from a program. Please alert your Program Director if you have a preferred pronoun.

Reasonable Accommodations of Religious Beliefs, Observances and Practices

VIA provides equal program participation opportunities for individuals regardless of their religious beliefs or practices. VIA will reasonably accommodate observances, practices, dress, and grooming standards unless doing so would result in an undue hardship for VIA. Individuals making such requests for accommodation are protected from retaliation or discrimination whether or not the request is granted.

Reasonable Accommodations for Persons with Disabilities

VIA is committed to providing equal program participation opportunities to individuals with mental or physical disabilities or medical conditions and does not tolerate any discrimination, harassment or retaliation against anyone who requests or is provided with a reasonable accommodation. VIA provides reasonable accommodations for individuals with disabilities unless it would result in an undue hardship for VIA, or such individuals pose a direct threat to the health and safety of themselves or others. Individuals making such requests for accommodation are protected from retaliation or discrimination whether or not the request is granted.

Initiating Reasonable Accommodations Process

Individuals should contact their Program Director for accommodation requests. An individual who needs an accommodation due to a mental or physical disability or medical condition can request reasonable accommodations by submitting a completed “Request for Reasonable Accommodations” form which can be obtained from your Program Director. Once VIA receives the completed form, it will initiate an interactive dialogue with the individual about their functional capabilities and limitations to determine what form of reasonable accommodation may be effective to enable them to participate in a program.

Medical Documentation May Be Required and Will Be Maintained Confidentially

VIA may request that the individual submit medical documentation from a health care provider to support the need for reasonable accommodations. Individuals who request an accommodation are not required to disclose the underlying nature or diagnosis of their disability or any genetic information, however, they are expected to provide sufficient information about their functional capabilities and limitations to enable VIA to evaluate the need for accommodations. Any information received by VIA related to an individual’s disability or medical condition will be maintained confidentially.

Requests for Reasonable Accommodations May Be Denied Under Certain Circumstances

Under certain circumstances, VIA may deny the requested accommodation, including when the individual:

1. Fails to provide medical documentation to support the need for reasonable accommodations;
2. Refuses to disclose information pertaining to their limitations and functional capabilities to enable VIA to determine what, if any accommodations would be necessary to enable the individual to participate in a program;
3. Poses a direct threat to the health and safety of themselves or others; or
4. Requests an accommodation that would cause an undue hardship for VIA.

Drug and Alcohol-Free Programs Policy

VIA is committed to maintaining a safe and healthy work and learning environment for its employees, participants, fellows, coordinators, and volunteers, and believes that the use or possession of drugs and alcohol in the workplace and during program activities may endanger the health and safety of its employees, participants, fellows, coordinators, and volunteers, as well as vendors and other third parties, and compromise the program experience. Alcohol and substance abuse can also cause a number of other problems, including absenteeism and tardiness, substandard performance, increased workloads for others, and disruptive behavior.

To discourage drug and alcohol abuse and further its interest in avoiding accidents, maintaining safe and healthy conditions, and protecting its business, property, equipment, and operations, VIA has established this policy concerning the use of alcohol and drugs. As a condition of participation in a VIA Program, each employee, participant, fellow, coordinator, and volunteer must abide by this policy.

For purposes of this policy:

1. “Illegal drugs or other controlled substances” means any drug or substance that (a) is not legally obtainable; or (b) is legally obtainable but has not been legally obtained; or (c) has been legally obtained but is being sold or distributed unlawfully in the legal jurisdiction(s) of the program site;
2. “Legal drug” means any drug, including any prescription drug or over-the-counter drug, that has been legally obtained and that is not unlawfully sold, distributed or used in the legal jurisdiction(s) of the program site.
3. “Abuse of any legal drug” means the use of any legal drug (a) for any purpose other than the purpose for which it was prescribed or manufactured; or (b) in a quantity, frequency, or manner that is contrary to the instructions or recommendations of the prescribing physician or manufacturer.
4. “Possession” means that an individual has the substance on their person or otherwise under their control.
5. “Reasonable suspicion” includes:
   1. Observation of drug use or possession;
   2. Physical symptoms of drug and/or alcohol use, including bloodshot eyes, tremors, excessive giddiness, unexplained periods of exhilaration and excitement, and pupils that are larger or smaller than usual;
   3. Disheveled appearance, slurred speech, swaying, uncoordinated movement, breath odor, erratic attendance and work performance;
   4. A program accident resulting in property damage or physical injury, where there are other objective observations that support a suspicion of drug or alcohol use;
   5. Evidence that a previous drug test was tampered with; or
   6. Other information provided to VIA by an employee, law enforcement, security personnel, or other persons believed to be reliable.

Prohibited Conduct

Scope 

The policy applies whenever an individual’s drug or alcohol use may adversely affect VIA’s interests by:

1. Endangering the health or safety of the individual or others;
2. Posing a risk or damage to VIA’s property or equipment;
3. Interfering with the individual’s own or others’ participation in a program;
4. Impeding the safe and efficient operation of VIA’s business; or
5. Adversely impacting VIA’s reputation.
6. This policy is not limited to conduct on the work premises or program sites, but also covers activities that occur:
7. While an individual is conducting work on behalf of VIA or participating in a VIA Program activity, regardless of location, even if it is off work premises or program site; or
8. In any work-related or program-related setting, such as work or program-related trips or meetings; or
9. While an individual is responsible for the operation, custody or care of facilities, equipment, property or vehicles owned or leased by VIA.

Alcohol, Marijuana and Illegal Drugs 

No one may use, abuse, possess, transfer, share, distribute, manufacture, or sell any illegal drugs, controlled substances, marijuana or alcohol, during working hours, on work premises, during program activities, while conducting business for VIA or in any manner inconsistent with the law. 

Alcohol-Free Programs and Events

If a program has been explicitly designated as alcohol-free, consumption of alcohol at any time during the program, in any location, by any individual working on or participating in the program is a violation of this policy.

The reasonable, legal consumption of alcohol at VIA-related social events does not violate this policy, unless the event has been explicitly designated as alcohol-free.

Use of Legal Drugs

The purchase, sale, use, manufacture, distribution, dispensation, possession or abuse of any legal prescription drug, or marijuana, that endangers the individual or others or in a manner inconsistent with law is prohibited and may result in removal from a program.

Individuals who are using prescription or over-the-counter drugs that may impair their ability to safely participate in a program or affect the safety of themselves or others, must submit a physician’s statement that the prescription drug use will not affect their safety. Nothing in this policy is intended to diminish VIA’s commitment to reasonably accommodate an individual with a disability who must take prescription drugs because of a medical condition.

Disciplinary Action

A violation of this policy may result in disciplinary action, up to and including removal from a program. When VIA staff have reasonable suspicion to believe that an individual is in violation of this policy, prompt action will be taken, including removal from a program.

A violation of this policy can be found even if the conduct at issue does not violate any laws or the individual is not criminally prosecuted or convicted for such conduct. Conviction for the illegal use, sale or possession of narcotics, drugs, controlled substances or prescription drugs off duty or outside of program activities or participating in a program while under the influence of alcohol or illegal drugs may result in removal from a program.

Because VIA is deeply concerned about the safety and well-being of all employees, participants, fellows, coordinators, and volunteers, we will pay for a taxi, Uber or Lyft ride one way, up to 15 miles for anyone who becomes alcohol-impaired at a VIA-sponsored function.

If you choose to not take a taxi and instead drive your vehicle, VIA will not be responsible for any negative repercussions such as injury to yourself or others, damage to property, or legal action taken against you.

Anti-Violence and Abusive Conduct (Bullying) Policy

VIA prohibits violent or threatening behavior. To prevent violence in the workplace and during programs, VIA reserves the right to deal with behavior that suggests a propensity towards violence even before the occurrence of any violent behavior. This policy applies to all VIA’s managers, supervisors, employees, participants, fellows, coordinators, volunteers, customers, vendors, applicants and contractors; at all VIA locations; VIA sponsored social or other events; as well as activities at which the individual represents VIA.

Prohibited Conduct 

Conduct prohibited by this policy, includes but is not limited to:

1. Threats of any kind;
2. Intimidating, menacing, hostile, physically aggressive, or violent behavior, including stalking and surveillance;
3. Behavior that suggests a propensity toward violence, including belligerent speech, excessive arguing or cursing; sabotage; threats to sabotage VIA property or the performance of others; a pattern of belligerence or refusal to follow VIA policies and procedures;
4. Defacing or causing damage to property belonging to VIA or VIA employees, participants, fellows, coordinators, volunteers, customers, or co-workers;
5. Possession, use, sale or purchase of weapons or firearms of any kind on work premises or program locations, whether during working hours, program-related activities, program- or work-related functions, or while conducting VIA business; or
6. Any violent conduct that adversely affects VIA’s legitimate business interests and which could potentially result in violation of any criminal laws relating to threats of violence or violent acts.

Bullying

Bullying is defined as repeated, deliberate abusive behavior, either direct or indirect, whether verbal, physical or psychological, conducted by one or more persons against another (or others) that impacts the person or person’s ability to do their job or participate in program activities. It includes but isn’t limited to verbal abuse; derogatory remarks; insults; threatening, intimidating or humiliating conduct; or the gratuitous sabotage or undermining of an individual’s work performance or program participation.

Because bystander support can encourage bullying, VIA also prohibits both active and passive support for acts of bullying. Individuals should report any instances of bullying or perceived bullying to the Program Director. Individuals who engage in or condone bullying will be subject to appropriate discipline, up to and including removal from a program. VIA may, at its sole discretion, immediately remove any individual from a program who violates this policy.

Reporting Concern About Future Violence

Individuals who have reason to believe they or others may be victimized by a violent act sometime in the future, as a direct result of their participation in a VIA Program should inform their Program Director immediately so appropriate action may be taken. The Program Director shall inform the Executive Director and, depending on the circumstances, local law enforcement officials.

Individuals who have signed and filed a restraining order, temporary or permanent, against an individual due to a potential act of violence, who would be in violation of the order by coming near them during a VIA Program, shall immediately supply a copy of the signed order to their Program Director. The Program Director shall provide copies to the Executive Director and local law enforcement.

Incident Reporting

If you observe or become aware of any conduct that violates this policy you should notify your Program Director. If any restraining order is in effect, or if a potentially violent non-program-related situation exists that could result in violence in the workplace or program site, immediately notify the Program Director. If you believe your Program Director has violated this policy, or your Program Director does not respond within 36 hours, you should contact the alternate emergency VIA staff contact provided for your program.

If you become aware of any conduct that creates a potentially violent or dangerous situation, you should immediately call the local emergency contact number (e.g., 911 in the US) for help and cooperate fully with security, law enforcement, emergency and medical personnel that respond to your call for help. You must not put yourself in danger, but if qualified, you may provide first aid as needed.

Investigation

All reports of violence during a VIA Program will be taken seriously and will be investigated promptly and thoroughly. VIA will not tolerate retaliation against an individual who reports violence. If there is reasonable suspicion of concealed weapons or contraband, VIA reserves the right to inspect lockers, hotel or dormitory rooms, computer equipment, and other property if the property is owned or utilized by VIA for the purposes of a program.

Disciplinary Action

If we determine that any violation of this policy regarding violence has occurred during a program, we will impose discipline on offending individuals, up to and including removal from the program. VIA may also report unlawful conduct to law enforcement.

Retaliation

VIA will not tolerate any retaliation against an individual for making a legitimate complaint of violence or bullying during a program, for assisting another in making such a complaint, or for participating in an investigation of a complaint. Retaliation is a violation of the law and this policy and will result in discipline, up to and including removal from a program. Any individual who experiences or witnesses any conduct that they believe to be retaliation should immediately follow the complaint procedures described above.

Standards of Conduct

We strive to maintain a professional and pleasant environment, where everyone can work effectively and comfortably, meet professional and learning goals, and develop positive relationships with others. We have established standards of conduct and professionalism. Below is a non-exhaustive list of unprofessional and unacceptable conduct that could warrant disciplinary action, up to and including removal from a VIA Program:

1. Any act that may create a dangerous situation;
2. Insubordination or other disrespectful conduct;
3. Sexual or other unlawful or unwelcome harassment;
4. Conduct that could materially and adversely affect VIA, its customer relations, operations, or business prospects;
5. Failure to follow safety rules, regulations, or procedures and not reporting any unsafe conditions; 
6. Violation of Anti-Violence Policy referenced above,
7. Violation of Drug and Alcohol-Free Programs Policy referenced above,
8. Conviction of a crime that reflects an unfitness to participate or threatens anyone’s health and safety or property;
9. Embezzlement, theft, misuse, destruction, or removal of property belonging to VIA or others on work premises or participating in a program;
10. Falsifying, altering, or making an intentional material omission on program applications, event registrations, or medical or financial records;
11. Unexcused, excessive absenteeism or tardiness;
12. Inappropriate pranks, or practical jokes;
13. Violation of any of VIA’s policies or procedures, including any of the policies described here or in the Program Participation Notice & Acknowledgement as revised from time to time; or
14. Any other conduct that is unprofessional or inappropriate during a program.

Disciplinary Action

Violation of VIA’s policies or standards of conduct will result in disciplinary action that may vary from case to case, ranging from verbal warnings up to and including immediate removal from a VIA Program at the individual’s own expense and without expectation of a refund, depending on the severity of the violation.