Become a MIGS

WHY?

Want to Make Real Change? Become a Voting Club Member!

Tired of feeling like your voice doesn’t matter? Step up and actually shape local elections. As a Member in Good Standing (MIGS), you become a voting Club Member, you get to 1. Vote on which Democratic candidates our club supports (with both endorsements and donations) in Orange County. 2. What Get Out the Vote Activities we Fund 3. Which resolutions as a body of members we support e.g. School Board issues or Immigration Challenges. All you have to do is show up to a meeting. That’s it. One meeting = your voice, your vote, your impact. Be part of the movement—let’s build the future together. (See all the nitty gritty details below.)

HOW?

Members In Good Standing - DEFINITION

Laguna Beach Democratic Club follows our adopted club bylaws on qualifications as a Member In Good Standing:

Member in Good Standing (MIGS): 

A qualified individual shall be considered a member in good standing only if

a. The member is a registered Democrat

b. The member has attended at least 1 meeting in the current or previous calendar year prior to voting

c. The member has paid all Club dues (or has had them waived) in the prior calendar month

d. The member has agreed to be bound by the Code of Conduct*.

Here is some of the “fine print”

*For Reference: CODE OF CONDUCT

Democratic Party of Orange County

This Code of Conduct of the Democratic Party of Orange County (the “DPOC”) applies to the

following individuals (each a “DPOC Colleague”): (1) each member of the DPOC Central

Committee, including elected members, appointed members, ex officio members, alternates, and associates; and (2) any non-member who is appointed to a DPOC officer position, Standing

Committee or Special Committee.

Expected Behavior

The DPOC is committed to providing a safe, professional and harassment-free environment for all DPOC Colleagues, employees, and all others associated with the DPOC. The DPOC expects all DPOC Colleagues, employees, and others associated with the DPOC to act professionally, respecting the personal rights and dignities of all individuals involved with the party so as to

create a productive, inclusive environment for all. All individuals should feel safe within the DPOC, regardless of their sex, gender, gender identity, gender expression, sexual orientation, pregnancy, race, color, ethnicity, national origin, immigration status, ancestry, religion, creed, age, physical or mental disability, medical condition, genetic information, marital status, military or veteran status, body size, domestic violence victim status, or any other legally protected classifications they may have.

The DPOC’s behavior standards apply to meetings of the DPOC Central Committee, Executive Committee, standing committees, special committees, other DPOC related meetings, any and all events sponsored by or affiliated with the DPOC, as well as in DPOC-related calls, texts, emails, and social media like Facebook, Instagram, Twitter and SnapChat. The DPOC behavior standards also apply to matters unrelated to the DPOC if the behavior (or consequences of the behavior) (i) is detrimental to the DPOC’s reputation or is harmful to the DPOC’s purposes or operations or (ii) targets, directly or indirectly, a DPOC Colleague.

Unacceptable Harassment

The DPOC will not tolerate harassment—that is, disrespectful or unprofessional conduct based on any of the protected categories listed above. Prohibited harassment can be verbal (such as slurs, jokes, insults, epithets, gestures, or teasing based on the protected categories listed above), visual (such as the posting or distribution of offensive posters, symbols, cartoons, drawings, computer displays, or emails based on the protected categories listed above), or physical (such as physically threatening another person, blocking someone’s way, touching private parts, making physical contact in an unwelcome manner, etc.).

The DPOC will not tolerate sexual harassment, that is, harassment based on sex or conduct of a sexual nature, which includes harassment based on sex (including pregnancy, childbirth, breastfeeding, or related medical conditions), gender, gender identity or gender expression.

Prohibited sexual harassment may include all of the actions described above as harassment, as well as other unwelcome sex-based conduct, such as unwelcome or unsolicited sexual advances,requests for sexual favors, conversations regarding sexual activities, or other verbal or physical conduct of a sexual nature. Sexually harassing conduct need not be motivated by sexual desire and may include situations that began as reciprocal relationships, but that later ceased to be reciprocal.

The DPOC prohibits quid pro quo sexual harassment, such as when submission to sexual conduct is made explicitly or implicitly a term or condition of an individual’s membership in the party, appointment to committee, leadership, or other role within the DPOC; or submission to or rejection of sexual conduct by an individual is used as the basis for decisions affecting that individual.

The DPOC prohibits the creation of a hostile environment, that is, conduct that creates an intimidating, abusive, hostile or otherwise offensive environment, including but not limited to: unwelcome sexual advances, flirtation, teasing, sexually suggestive or obscene letters, invitations, notes, emails, voicemails or gifts; sex, gender or sexual orientation-related comments, slurs, jokes, remarks or epithets; leering, obscene or vulgar gestures or making sexual gestures; displaying or distributing sexually suggestive or derogatory objects, pictures, cartoons, or posters or any such items; impeding or blocking movement, unwelcome touching or assaulting others; any abusive yelling or screaming, other verbal threats, or disrespectful language directed at a person; any sexual advances that are unwelcome as well as reprisals or threats after a negative response to sexual advances; and conduct or comments consistently targeted at one gender, even if the content is not sexual.

The examples above are just that—examples. In general, any conduct listed above or that isbased on the protected classifications listed above that could interfere with an individual’sparticipation in the DPOC or could create an offensive environment will be considered

harassment in violation of this code of conduct. This is the case even if the offending individual did not mean to be offensive. It is essential that we all be sensitive to the feelings of others. Disrespectful or Intimidating Behavior Prohibited

A DPOC Colleague shall not create or contribute to an environment that is intimidating, offensive, or abusive to others. Prohibited behavior includes but is not limited to: physical intimidation or harassment including holding, impeding or blocking movement; following, stalking, or any other inappropriate or known to be unwelcome physical contact or advances; threats or demands to submit to sexual requests; and threats or other conduct which impair Party operations or frighten, alarm, or inhibit others.