Privacy Policy & Terms and Conditions
At Sisu Sauna and Wellness Studio we are committed to protecting your privacy and ensuring the security of your personal information. This Privacy Policy outlines the types of information we collect, how we use and safeguard your data, and your rights regarding your information
Please read this Privacy Policy carefully to understand how we handle your personal information. By using our services or visiting our website, you consent to the practices described in this Privacy Policy.
1. Information We Collect
We may collect the following types of personal information from you:
1.1. Contact Information: When you sign up for our services or create an account, we may collect your name, email address, phone number, and physical address.
1.2. Payment Information: If you make payments for our services, we may collect your payment card information, billing address, and other relevant payment details.
1.3. Health and Fitness Data: To provide personalized fitness plans and training, we may collect information related to your health, fitness goals, medical conditions, and workout performance.
1.4. Communications: We may keep records of any communications you have with us, including email and phone correspondence.
1.5. Usage Information: We collect data about your interaction with our website and mobile applications, including your IP address, device information, and browser type.
2. How We Use Your Information
We use your personal information for the following purposes:
2.1. Providing Services: To deliver our fitness and wellness services, including personalized workouts, training plans, and class bookings.
2.2. Communication: To send you important information about our services, updates, promotions, and respond to your inquiries.
2.3. Payment Processing: To process payments and maintain financial records.
2.4. Health and Fitness Analysis: To provide you with personalized fitness recommendations, analyze your progress, and tailor our services to your needs.
2.5. Marketing: To send you information about our services, promotions, and offers. Message and data rates may apply and you may reply STOP to opt-out of messaging; reply HELP for additional messaging help. Message frequency may vary based on usage.
3. Data Security
We take data security seriously and implement reasonable technical and organizational measures to protect your personal information from unauthorized access, disclosure, alteration, and destruction.
4. Data Sharing
We do not sell or share your personal information with third parties without your explicit consent, except for the following situations:
4.1. Service Providers: We may share your information with trusted third-party service providers who assist us in delivering our services.
4.2 No mobile information will be shared with third parties/affiliates for marketing/promotional purposes. All other categories exclude text messaging originator opt-in data and consent; this information will not be shared with any third parties.
4.3. Legal Compliance: We may share your information when required by law, regulation, or legal process.
5. Your Rights
You have the right to:
5.1. Access: Request access to the personal information we hold about you.
5.2. Correction: Request correction of inaccurate or incomplete personal information.
5.3. Deletion: Request the deletion of your personal information.
5.4. Objection: Object to the processing of your personal information for marketing purposes.
5.5. Data Portability: Request the transfer of your personal information to another party.
6. Contact Us
If you have any questions or concerns about this Privacy Policy or your personal information, please contact us at:
Sisu Sauna and Wellness Studio
(863) 777-6369
liz@sisulakeland.com
Harassment-Free Workplace Policy
Sisu is committed to providing a safe environment for all staff and students free from discrimination on any grounds and from harassment at work including sexual harassment.
Sisu will operate a zero tolerance policy for any form of sexual harassment, treat all incidents seriously and promptly investigate all allegations of sexual harassment. Any independent contractor found to have sexually harassed another person faces disciplinary action, up to and including dismissal from employment. Sisu also reserves the right to refuse services to clients found to have harassed independent contractors.
All complaints of sexual harassment will be taken seriously and treated with respect and in confidence.
Definition of sexual harassment:
Sexual harassment is unwelcome conduct of a sexual nature that makes a person feel offended, humiliated and/or intimidated. It includes situations where a person is asked to engage in sexual activity as a condition of that person’s employment or participation in yoga services, as well as situations that create a hostile environment that is intimidating or humiliating for the recipient.
Sexual harassment can involve one or more incidents and actions constituting harassment may be physical, verbal and non-verbal. Examples of conduct or behavior which constitute sexual harassment include, but are not limited to:
Physical conduct
•Unwelcome physical contact including pinching, stroking, kissing, hugging,
•Fondling or inappropriate touching
•Physical violence, including sexual assault
•The use of threats or rewards to solicit sexual favors
Verbal conduct
•Sexual comments, inquiries, stories and jokes
•Sexual advances
•Repeated and unwanted social invitations for dates or physical intimacy
•Insults based on the sex of the staff member or student
•Condescending or paternalistic remarks
•Sending sexually explicit messages via phone, email or social media
Non-verbal conduct
•Display of sexually explicit or suggestive material
•Sexually-suggestive gestures
•Whistling
•Stalking (in person and in social media)
•Sending unwelcome messages with sexual content
Anyone can be a victim of sexual harassment, regardless of sex and of the sex of the harasser. Sisu recognizes that sexual harassment may also occur between people of the same sex. What matters is that the sexual conduct is unwanted and unwelcome by the person against whom the conduct is directed.
All sexual harassment is prohibited whether it takes place within Sisu premises or at sponsored social events and off-site trainings. Whether the harassment involves Sisu staff, clients, customers, casual workers, contractors or visitors, anyone who sexually harasses another will be reprimanded in accordance with this internal Anti-Harassment policy.
Complaint procedures
Anyone who is subject to sexual harassment should, if possible, inform the alleged harasser that the conduct is unwanted and unwelcome. Sisu recognizes that sexual harassment may occur in unequal relationships and that it may not be possible for the victim to inform the alleged harasser.
If a victim cannot directly approach an alleged harasser, he/she can approach the director or manager of the studio.
When a designated person receives a complaint of sexual harassment, he/she will:
•Immediately record the dates, times and facts of the incident(s)
•Determine the views of the victim and their desired outcome
•Ensure that the victim understands Sisu procedures for complaint handling
•Discuss and agree the next steps, whether informal or formal complaint, with the understanding that choosing to resolve the matter informally does not preclude the victim from pursuing a formal complaint if he/she is not satisfied with the outcome
•Respect the choice of the victim
•Keep a confidential record of all discussions
Informal Complaints Process
If the victim wishes to deal with the matter informally, the designated person will:
•Give an opportunity to the alleged harasser to respond to the complaint
•Ensure that the alleged harasser understands the complaints mechanism
•Facilitate discussion between both parties to achieve an informal resolution which is acceptable to the complainant, or refer the matter to a designated mediator within the company to resolve the matter
•Ensure that a confidential record is kept of what happens
•Follow up after the outcome of the complaints mechanism to ensure that the behavior has stopped
•Ensure that the above is done speedily and within 30 days of the informal complaint being made
Formal Complaints Process
If the victim wants to make a formal complaint or if the informal complaint process has not led to a satisfactory outcome for the victim, the formal complaint process should be used to achieve resolution in which case the Grievance Policy will be strictly followed. The victim will be directed to the Sisu Grievance Policy to submit their formal complaint.
The Grievance Committee point person carrying out the investigation will:
•Interview the victim and the alleged harasser separately and any other relevant third parties separately
•Decide whether or not the incident(s) of sexual harassment took place
•Produce a report detailing the investigations, findings and any recommendations
•If the harassment took place, decide what the appropriate remedy for the victim is, in consultation with the victim
•Follow up to ensure that the recommendations are implemented, that the behavior has stopped and that the victim is satisfied with the outcome
•If it cannot determine that the harassment took place, he/she may still make recommendations to ensure proper functioning of the studio
•Keep a record of all actions taken
•Ensure that the all records concerning the matter are kept confidential
•Ensure that the process is done as quickly as possible
Implementation of this policy
Sisu will ensure that this policy is widely disseminated to all relevant persons.
Monitoring and evaluation
Sisu is committed to ensuring the effectiveness of this policy and will evaluate and make any changes if necessary.
Code of Ethics & Professional Conduct
As the employee, teacher and assistant and as the student, the following is required in
establishing and maintaining appropriate behavior and conduct:
•Maintaining professional boundaries.
• Not making or soliciting unwelcome advances or insinuations - physical, verbal, visual or
in any other form - to other staff members, volunteers, students or guests.
•Be aware, conscious and watchful for sexualized and seductive behavior towards any
students and staff and report as necessary.
•Sisu specifically affirms that no staff member may engage in conduct or
make comments which tend to create a hostile or unsafe environment.
•Forms of unwelcome and unacceptable behavior, harassment and other conduct
prohibited by this code of ethics include, but are not limited to:
o Sexually suggestive language or gestures, propositions or requests for sexual favors.
o Unwanted physical contact of any nature, including touching, interference with an
individual’s normal work movement, or assault.
o Use of derogatory nicknames based on an individual’s race, national origin, handicap
or age.
o Deliberate, frequent and unwelcome ethnic jokes, cartoons or remarks about a
person’s age, race, sex, etc.
o Other conduct that creates an intimidating, offensive or hostile work environment, or
otherwise interferes with a person’s work performance, when motivated by
consideration of race, sex, religion, age, etc.
o If such incident arises, please report it to management.
Hostile Environment
Sisu’s policy is to provide its staff, volunteers, teachers and students with an
environment that is free from hostile and offensive conduct. Sisu is committed
to promoting and maintaining a pleasant and productive environment, and as such, each and
every person conducting business for or with Sisu should be treated with
dignity and respect. Therefore, any and all forms of conduct which enable or create a hostile
environment are expressly prohibited.
Such prohibited conduct may include, but is not limited to the following:
•Discriminatory Conduct: Conduct based on a person’s race, national origin, sex, age,
physical or mental disability, medical condition, marital status, ancestry, religious
affiliation, union affiliation, political affiliation, or sexual orientation.
•Verbal Conduct: Conduct such as disparaging remarks, slurs, jokes, innuendos, epithets,
threatening, screaming, cursing, taunting, heckling, spreading rumors, and unwanted
sexual advances, comments, or propositioning.
•Physical Conduct: Conduct such as gestures, leering, unwelcoming contact, pinching,
patting, grabbing, blocking or impeding movement, assault, or any action which
physically interferes with or unnecessarily impinges upon an individual person’s work,
privacy, or movements.
•Visual Conduct: Conduct such as derogatory, sexually oriented, prejudicial, or otherwise
generally offensive photographs, posters, objects, cartoons, drawings, graffiti, email,
letters, or other writing.
Grievance Policy
Sisu aims to effectively and thoroughly address complaints and grievances brought to its attention as an important part of maintaining its professional integrity as a facility in the community and in the mind body business category. Sisu intends to address complaints using a process based on the values of confidentiality, respect, equality and goodwill.
At Sisu, our Grievance Policy provides teachers and students with a clear path to address challenging or sensitive issues and provides a framework for how an issue will be handled.
Explanation of Complaints and Grievances
A complaint is a general expression of dissatisfaction with a situation or behavior of a person, an expression by a complainant of dissatisfaction, frustration or concern over matters such as quality of service, policy, procedure or the conduct of a person.
A grievance is a specific, serious feeling of alleged wrong or hardship suffered from an action or inaction, situation, conflict, harassment, discrimination, interpersonal conflict or unethical behavior of one or more parties.
Sisu follows the same procedure when dealing with a formal complaint or a grievance. Henceforth, this policy will refer to both a complaint and grievance as simply a “complaint.”
Lodging a Complaint
Prior to submitting a formal complaint to Sisu, it is encouraged and expected that all reasonable attempts have been made to resolve the complaint directly with other subject(s) involved.
Complaints must be submitted by the person that experienced the issue and within (90) ninety days of its occurrence. It is also expected that the person making the complaint has fully read this Grievance Policy, Ethics Statement, Code of Conduct, Anti Harassment Policy, Equal Rights Policy and Terms and Conditions. Complaints must be lodged in good faith and not be vexatious.
Complaints should be submitted in writing to Sisu and must include:
•Complainant’s full name, phone number and email address
•Nature and description of the situation or alleged violation with date, time and location of the issue, names and contact information for anyone with first-hand knowledge of the issue and any other credible information or evidence to support the complaint
•Any steps the complainant has already taken to resolve the grievance, including whether the complaint has been lodged elsewhere
•What the complainant would like the other person(s) to do or not do to address the complaint
•What assistance the complainant hopes to receive from Sisu
•A convenient time and date to discuss the complaint with a Sisu Grievance Committee representative
Receiving the Complaint
Within (7) seven days of having received a complaint, Sisu will provide acknowledgement that the complaint has been received. Sisu has the discretion not to deal with a complaint if the complaint is lodged more than (90) ninety days after the matter has occurred. Sisu reserves the right not to consider anonymous complaints and may suggest alternative approaches to resolving such complaint. Complaints alleging criminal behavior may be referred to the appropriate authority such as the police. The written complaint will be forwarded to the Grievance Committee of Sisu. A Grievance Committee point person will notify the subject being complained about that a complaint has been received so that all parties can participate in a resolution.
Acceptance or Dismissal of the Complaint
The Sisu Grievance Committee will assess each grievance on a case-by-case basis. After receiving a complaint, it will be evaluated to determine whether it should be dismissed or further reviewed. Sisu may seek independent advice on any matter related to the grievance process.
In some cases, Sisu may decide that it cannot have a useful role in resolving the grievance. In this instance, Sisu will make this clear to the complainant and when possible, recommend other approaches.
The Grievance Committee may dismiss a complaint if it determines any of the following:
•The complaint is not within the scope of studio policies
•The complaint is insubstantial or frivolous
•The information in the complaint is not credible
•The complaint is anonymous
•The complaint is not timely filed
•No credible evidence could be provided to support a policy violation occurred
•A policy violation would not exist even if the complaint were true
Within (30) thirty days of receiving the complaint, Sisu Grievance Committee will determine whether the complaint is accepted or dismissed. The Grievance Committee will communicate that determination to the complainant. If dismissed, the Grievance Committee will provide the reason for dismissal to the complainant.
Procedure after Accepting Complaint
Should the Sisu Grievance Committee decide to accept a complaint for further investigation and determination of studio policy violation, the subject of the complaint will be notified in writing. The notice shall include sufficient information to provide the subject with a fair opportunity to respond to the complaint.
The subject of the complaint will have (30) thirty days from the written notice to submit a written response to Sisu. The response may consist of any useful information the subject feels is relevant. If the subject fails to respond in thirty days, the Sisu Grievance Committee will consider the evidence on hand to determine whether there was a policy violation. The Grievance Committee may extend the response period upon request.
Sisu will actively encourage each person involved in the complaint to communicate and contribute all substantive information, knowledge and evidence. This negotiation phase will include the people involved in the complaint, and a person who has been appointed by the Grievance committee of Sisu to manage the grievance process in an attempt to help address the complaint.
More specifically, the person appointed by the Sisu Grievance Committee will help to resolve the conflict by:
•Facilitating a fair process of negotiation ensuring all parties are heard
•Carefully reviewing and confirming all information received
•Specifically review complaints to determine compliance or violations of our Code of Ethics, Code of Conduct and Terms & Conditions
•Seek out additional information, data, evidence or witnesses to corroborate or substantiate claims or allegations
•Secure documents and maintain confidentiality to the degree possible in order to thoroughly investigate complaints
•Offer solutions and appropriate and reasonable recommendations to resolve the grievance
If the grievance is being made against a member of the Sisu staff, the same impartial consideration will be given to that complaint. The person subject of the complaint will be notified and a different staff member, a Grievance Committee point person, will manage the complaint.
Determination of Violation
After thorough evaluation and investigation into the complaint, the Sisu Complaint Committee will determine whether a studio violation has occurred. If a violation has occurred, sanctions may be imposed.
Sanctions
Sisu is committed to imposing fair and appropriate sanctions for the policies violated. If based on the facts and investigation, no policy violation was determined, then no sanction will be made. In other cases, the Sisu Grievance Committee will use sound judgment to impose one of the following three sanctions:
•When facts uncover the subject’s actions were minor, a warning is a fair sanction. The warning might be coupled with counseling and an apology.
•When it’s been determined that the subject’s actions warrant removal from the staff or studio for a determined period of time but not so serious as to be terminated, suspension may be imposed. Length of suspension is depending on the circumstances and up to the Grievance Committee.
After the suspension period, if the subject wishes to return to the studio, they can approach the Grievance Committee and ask to re-join or re-commence their role. The Grievance Committee should consider whether the subject has resolved any issues, whether there has been a sincere apology, remorse, appropriate counseling and/or applicable steps taken to create heart felt change that would warrant the subject’s return to the studio.
•Termination or Dismissal. When facts determine a serious violation, the subject is dismissed from the studio. If the subject is employed as an independent contractor, their agreement is terminated.
Follow Up
Sisu aims to ensure proper by resolving all grievances to completion. Where possible, reasonable attempts will be made to resolve the grievance within (90) ninety days after the complaint has come to the attention of all concerned.
Sisu Grievance Committee will provide a written summary of findings, recommendations, solutions and final decisions to the complainant. When the grievance procedure is complete or the grievance is resolved, all parties will be informed in writing by the Sisu Grievance Committee.
If the complainant is not satisfied with the outcome, they can lodge a complaint with the appropriate governing bod.. If the grievance has been referred to an external party, the Sisu Grievance Committee will maintain liaison with the external party during the resolution process until the finalization of the grievance. Authorization to that effect will be maintained in the grievance file.