National Auctioneers Association’s hybrid 73rd International Auctioneers Conference & Show

July 26-30, 2022

Terms & Conditions

Prior to your registration, you must acknowledge and accept the Terms & Conditions contained herein. Should you not wish to accept the Terms & Conditions you should not register. Submission of a registration is regarded as affirmation of your acceptance of the event Terms & Conditions.


A valid email address is required for all registrations. By submitting your email address during the event registration process, you agree that NAA and its event partners may send you event-related information. NAA may disclose your personal data to third party service providers engaged by NAA to assist in the conduct of the event (e.g. housing bureau, mobile application provider, digital platforms, etc.).


NAA prohibits discrimination, harassment, and bullying against any person for any reason—for example, because of age, ancestry, color, disability or handicap, national origin, race, religion, gender, sexual or affectional orientation, gender identity, appearance, matriculation, political affiliation, marital status, veteran status, or any other characteristic protected by law.

NAA employees, volunteers, members, exhibitors, sponsors, nonmembers, spouses, children, family members, guests, and other constituents of the NAA, when and wherever those individuals are conducting NAA business or participating in NAA meetings, conferences, events, activities, social gatherings, whether in person or virtual, shall maintain an environment free of discrimination, including harassment, bullying, and retaliation. Participants are expected to adhere to these principles and respect the rights of others.


NAA’s meetings, conferences, and other events, both in person and virtual, seek to enable engaging, thought provoking conversations that support NAA’s core mission of advancing auction professional’s careers. Accordingly, NAA is committed to providing a safe, productive, and welcoming environment to all participants, including staff and vendors. All participants have the right to pursue shared interests without harassment or discrimination in an environment that supports diversity and inclusion. Participants are expected to adhere to these principles and respect the rights of others.


The NAA imposes certain restrictions on the use of multimedia at its in-person and virtual events (e.g. photography, images, logos, video, audio, online streaming, broadcasting, rebroadcasting, repurposing, and all future mediums). An attendee is permitted to use hand-held cameras and/or smart phones to take photographs and capture digital images for personal, non-commercial use, provided the photography is not disruptive. Photographs, videos, presentations/materials (printed and electronic) may not be edited, published, sold, reproduced, transmitted, distributed, broadcasted, rebroadcasted, repurposed or otherwise commercially exploited in any manner whatsoever.

The NAA may hire professional service providers (including but not limited to photo/video/streaming/audio) to document and display the event experience. NAA may also use social media and digital platforms, (including, but not limited to Twitter, Facebook, Instagram, Zoom, YouTube, etc.) to: (i) post real-time photos and videos to its social media and digital feeds; and (ii) display select submissions from those feeds on monitors throughout the event venue for in-person events and on broadcasting platforms for online streaming and virtual events. Attendees, exhibitors, and sponsors who capture their event experiences and post their own social content from the event (text, photos, audio, video, streaming) must not infringe upon the rights of any attendee, sponsor, third party, or NAA. Such infringement would include, but is not limited to, defamation or infringement of intellectual property rights. In the event participants require a release or permission to protect the rights of a third party, obtaining such a release or permission shall be the sole responsibility of the participant.

By attending the in-person and/or virtual event, you, your guests/family, acknowledge and agree as follows: (a) NAA may edit and use footage it captures at the event for broadcasting, rebroadcasting, repurposing, selling, marketing and promotional activities and for any other lawful purpose in the ordinary course of its business; and (b) due to the prevalence of mobile recording devices in today’s world, NAA disclaims all liability for the capture of your image in any multimedia format by other attendees at the event.


For in-person events, dress attire is professional business to business casual. For virtual events, dress attire is either professional or casual and must be appropriate for public viewing.


Your voice, image, logo, comments or other personal or professional data may be captured by any lawful means available and may be used at any time both during and/or after the event. NAA reserves all rights to edit, produce, distribute, sell, broadcast, rebroadcast, and repurpose the content at any time during and after the event for any lawful purpose, in the ordinary course of its business.


NAA reserves the right to change, amend, add or remove any of the above Terms & Conditions in its sole discretion and without prior notice. If one or more of the conditions outlined in these Terms & Conditions should become invalid, the remaining conditions will continue to be valid and apply. These Terms & Conditions apply to all event participants (attendees, speakers, sponsors, exhibitors, guests, vendors, etc.). The views expressed by any event participant are not necessarily those of the NAA. All participants are solely responsible for the content of all individual or corporation presentations, marketing collateral, and/or advertising.

NAA's Anti-Harassment Policy



“We intentionally welcome all auction professionals. We do this without adherence to any social, religious and/or political affiliation or creed. We endeavor to foster a climate of purposeful inclusion, an environment where all can feel safe, valued, cared for, and given an opportunity to form meaningful connections with each other.”

The NAA Board of Directors adopted this values statement at their April 8-9, 2019 meeting and it articulates the reason that this anti-harassment policy exists. Our association is a blend of people, their beliefs and traditions. While all members and participants are expected to engage in consensual and respectful behavior and to preserve NAA’s standard of professionalism at all times, we understand that harassment can occur at conferences and meetings (both virtual and live) and on social media as well.

According to the American Society of Association Executives (ASAE), an effective anti-harassment policy should include (but is not limited to) the following elements:

  • Underlying principles
  • Definition of harassment
  • Clear reporting procedures and potential sanctions
  • Anti-retaliation provision
  • False accusation provision

This policy will be communicated in materials (digital and print) provided to event attendees as well as on the organization’s website as an indication of the commitment to providing an environment free of harassment.


Harassment is strictly prohibited. Harassment is verbal or physical conduct that denigrates or shows hostility or aversion toward an individual.

Harassing conduct includes, but is not limited to epithets, slurs or negative stereotyping; threatening, intimidating, or hostile acts; denigrating jokes, and display or circulation in the workplace of written or graphic material that denigrates or shows hostility or aversion toward an individual or group (including through electronic/digital medias such as text messages, email or on social medias). Any such conduct is unacceptable at any NAA event or associated social gatherings.

Sexual harassment may occur whenever there are unwelcome sexual advances, requests for sexual favors, or any other verbal, physical or visual conduct of a sexual nature. Sexual harassment may include a range of subtle and not so subtle behaviors and may involve individuals of any combination of gender. These behaviors may include, but are not limited to:

  • Unwanted sexual advances or requests for sexual favors;
  • Sexual jokes and innuendo
  • Verbal abuse of a sexual nature
  • Commentary about an individual’s body, sexual prowess or sexual deficiencies;
  • Leering;
  • Catcalls or touching;
  • Insulting or obscene comments or gestures;
  • Display or circulation in the workplace of sexually suggestive objects or pictures
  • (including through electronic/digital medias such as text messages, email or on social medias).
  • And other physical, verbal or visual conduct of a sexual nature.

Such examples are illustrative, not exhaustive. Courteous, mutually respectful, pleasant, noncoercive interactions between employees that are appropriate in the workplace and acceptable to and welcomed by both parties are not considered to be harassment, including sexual harassment.

Pursuant to the U.S. Equal Employment Opportunity Commission (EEOC) guidelines, the victim of harassment can be anyone affected by the offensive conduct, not just the individual at whom the conduct is directed. This policy extends to the relatives, friends and associates of that individual.


The Association strongly urges the reporting of all incidents of discrimination, harassment or retaliation, regardless of the offender’s identity or position. Early reporting and intervention have proven to be the most effective method of resolving actual or perceived incidents of harassment or discrimination. Individuals who are the target of harassment should not feel unheard or unassisted.

If you have experienced or witnessed harassment or discrimination of any kind, you should deal with the incident(s) as directly as possible, clearly communicating to the offender, and/or the Chief Staff Officer and/or the Chairman of the Board. Written records such as letters, notes, memos, emails, social media messages, text messages and telephone messages can strengthen documentation. It is not necessary that the harassment be directed at you to make a complaint. It is NAA’s goal to support vulnerable members of the community and to strategize to end the harassment in question.

If the Chief Staff Officer and/or Chairman of the Board is not available, contact the most senior staff person on site or you can contact either of these individuals by email or send an email to Accommodations will be made should the person who encounters the harassment or sexual harassment wish to have a person of the same gender present when making the complaint.

If the harassment includes any type of threat of violence or actual violence, the person who encounters the harassment should immediately call local law officials.

If the individual wishes to have their complaint investigated, NAA will make every reasonable effort to conduct this investigation in a responsible and confidential manner. The investigation may include individual interviews with the parties involved and with individuals who may have witnessed the alleged conduct or who have other relevant knowledge. NAA reserves the right however to provide notice that may be used to investigate claims of harassment.

Potential outcomes of the investigation may include the requirement for training, referral to counseling and/or disciplinary action such as private censure or membership suspension or expulsion.


The possibility of serious consequences exists for an individual accused of harassment, sexual harassment or discrimination. Therefore, complaints made in bad faith or that contain false information may also lead to private censure or membership suspension or expulsion.