200 hr Accessible Yoga Teacher Training Online

Policies, Terms & Conditions

By proceeding with your enrollment in our 200 hour Accessible Yoga Teacher Training Online, you acknowledge and agree to adhere to the following policies, code of conduct, terms and conditions.
Failure to do so may result in your removal from the training, without refund.


Anti-Harassment Policy

Harassment Against Members of Protected Class

We do not permit managers, employees, teachers, independent contractors, students, or others in the workplace to harass any other person because of age, gender (including pregnancy), race, ethnicity, culture, national origin, religion, sexual orientation, disability, socioeconomic status, genetic information, or any other basis proscribed by law. 

Harassment is unwelcome verbal or non-verbal conduct, based upon a person’s protected characteristic, that (i) denigrates or shows hostility or aversion toward the person because of the characteristic and which affects their employment opportunities or benefits; (ii) has the purpose or effect of unreasonably interfering with their work performance; (iii) enduring the offensive conduct becomes a condition of continued employment; or (iv) has the purpose or effect of creating a work environment that a reasonable person would consider intimidating, hostile, or abusive.  

Harassment includes epithets, slurs, name calling, negative stereotyping, insults, intimidation, ridicule, threatening, intimidating or hostile acts, denigrating jokes, and display in the workplace of written or graphic material that denigrates or shows hostility or aversion toward an individual or group based on their protected characteristic. Petty slights, annoyances, and isolated minor incidents may not rise to the level of harassment.

Sexual Harassment

We do not tolerate sexual harassment. Sexual harassment refers to any unwelcome sexual attention, sexual advances, requests for sexual favors, and other verbal, visual, or physical conduct of a sexual nature when:

(a) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment;

(b) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual;

(c) such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance; or

(d) such conduct has the purpose or effect of creating an intimidating, hostile or offensive working environment.

Examples of sexual harassment include unwanted and unnecessary physical contact; offensive remarks (including unwelcome comments about appearance); obscene jokes or other inappropriate use of sexually offensive language; the display of sexually suggestive objects or pictures; and unwelcome sexual advances by teachers, students, customers, clients, or other visitors to a studio. Non-physical gesture, behavior, unnecessary physical contact, verbal suggestion, or innuendo may constitute sexual harassment.

Sexual Misconduct

Teachers recognize the unique power and imbalance of the student-teacher relationship. While acknowledging the complexity of yoga relationships, teachers shall not exploit the trust and dependency of students. 

Teachers shall avoid any dual relationships with students (e.g., business, personal, or sexual relationships) that could impair their professional judgment, compromise the integrity of their instruction, and/or use the relationship for their own gain. 

Teachers understand that a yoga studio is a place of deep spiritual work and transformation. Teachers shall not make comments, gestures, or physical contact of a sexual nature with their students, even if the student invites such conduct. Sexual misconduct will not be tolerated under any circumstances. 

Romantic Relationships Between Teachers and Students

Teachers shall not invite, respond to, or allow any sexual or romantic conduct with a student during the period of the teacher-student relationship. 

Sexual or romantic interactions that occur during the teacher-student relationship constitute sexual misconduct and are unethical. Sexual or romantic interactions detract from the goals of the teaching relationship, may exploit the vulnerability of the student, may obscure the teacher’s judgment concerning the student, may be detrimental to the student’s well-being and damage the reputation of the yoga community. 

Yoga teachers must maintain professional boundaries in their relationships with students so that the best interests of the students are served. The interest of the teacher is not relevant: the art of teaching yoga is focused on serving the spiritual needs of the student. The teacher-student relationship involves an imbalance of power and any appearance that this imbalance has been exploited for the sexual purposes of the teacher is unethical. Even if the relationship is initiated by the student, it must still be avoided by the teacher. 

If a teacher is becoming romantically involved with a student, the teacher should end the teaching relationship. The teacher must ensure that any behavior in dealing with students is always professional and not open to misunderstanding or misinterpretation. If a relationship begins to develop, the teacher should seek the guidance of school management.

Attendance Policy

Students are encouraged to have 100% live attendance. However, we understand that students have important commitments outside of the classroom. Should extenuating circumstances impact attendance, students are permitted to miss class, provided they make up missed hours by watching the recordings from each missed training session and tracking them appropriately. 

Students are responsible for their own time management and cannot rely on faculty for reminders to view missed classes or complete missed assignments..

Students seeking a certificate from this program will be required to complete practice teaching assignments during certain class hours, including a final teaching assessment. Live attendance and participation in over 50% of practice teaching assignments is a requirement for successful certification. 

If a student misses a required practice teaching assignment, or if their final teaching assessment does not meet program standards, makeup time may be scheduled with a mentor at a rate of $100 per hour. Any student whose final teaching assessment does not meet program standards will be offered the opportunity to retake the assessment at a later date, outside of scheduled program hours, at their own expense. 

Code of Conduct

Purpose Statement

Our Code of Conduct is intended to provide specific standards to cover most situations encountered by our yoga teachers. Its primary goal is the welfare and protection of our students, teachers, yoga community, and the public. It articulates the ethical standards that our teachers must follow. The Code of Conduct is intended to elevate the professionalism and integrity of our yoga teachers by adopting uniform standards for behavior yet recognizing the diversity of the many traditions of the teaching and practice of yoga.

Financial Practices

Teachers will be honest, straightforward, fair, and conscientious in conducting all of their business affairs. Teachers will manage their business affairs according to recognized standard business and accounting practices. Teachers will discuss all fees and financial arrangements in a straightforward professional manner.

Professional Growth/Continuing Education

Teachers shall maintain the integrity, competency, and high standards of the yoga profession by continuously striving to improve their skills through keeping current in new developments in yoga practice and by participating in continuing educational programs.

Teacher-Student Relationships

Teachers recognize the trust placed in them by their students and the power imbalance of the student-teacher relationship. Teachers shall avoid exploiting the trust and dependency of students. Teachers shall hold themselves out as stewards of safe and sacred spaces by maintaining clear personal and professional boundaries. 

Teachers will continually be aware of their position of power and influence in their relationship with their students. Teachers will be mindful not to project their own agendas, perceptions, and outcomes on their students. Teachers will not seek to fulfill their personal needs at their students’ expense. Teachers shall maintain professional boundaries in relationships with students and avoid any relationships that may exploit trust between the student and teacher. 

Teachers recognize that their purpose is to serve their student’s personal exploration and growth. Teachers will avoid any activity or influence that is in conflict with the best interests of their students or that may be solely for their own personal gain or gratification.


Teachers shall uphold the highest of moral standards. Teachers shall strive to ensure that their intentions, actions, and speech are based on honesty, compassion, selflessness, trustworthiness, and transparency. 

Teachers recognize that the process of learning is never complete, and they shall avoid portraying themselves as “enlightened” or “spiritually advanced.” Teachers recognize that they are walking on the spiritual path along with their fellow teachers and students. Teachers shall cultivate an attitude of humanity in their teaching and dedicate their work to something greater than themselves.   

Scope of Practice

Teachers shall represent their qualifications honestly and provide only the services they are qualified and certified to perform. Teachers shall not give medical advice. Teachers shall not recommend treatment, diagnose a condition, or suggest that a student disregard medical advice. Teachers shall refer their students to medical doctors or complimentary licensed professionals when appropriate. 

Confidential Information

Teachers shall keep all personal information disclosed by their students or clients strictly confidential. A teacher who receives any private information from a student or client may not disclose such information unless it obtains the written consent of the student or client. However, a teacher may disclose private information about a student or client without obtaining consent in the following situations: 

(a) to comply with the law or the order of a court; 

(b) to prevent bodily harm or danger to the student or client or to others; or 

(c) where the information has already been disclosed to the public.

Inter-Professional Relationships

Teachers are part of a network of healthcare and well-being professionals and shall seek to develop interdisciplinary relationships. Teachers shall seek to collaborate with other professionals to protect and enhance the wellbeing of the yoga community and the public generally. 

Advertising and Public Communications

Teachers shall provide students and colleagues with good quality and factual information about their professional qualifications, the services they provide and their teaching arrangements. Teachers shall put students first, preserve their trust and maintain the professionalism of the yoga community. Teachers shall not misrepresent their professional qualifications and affiliations or falsely imply sponsorship or certification by any organization or group.

Yoga Equity

Teachers shall commit to a shared responsibility for awareness of and commitment to change the inequities that exist within yoga that result in many people feeling excluded and underrepresented. These may be people who feel excluded due to their body composition and/or physical ability. Teachers are encouraged to take proactive steps to promote inclusion in yoga to: (1) promote equity; (2) reduce harm to students; (3) honor and leverage cultural differences; and (4) expand diversity and accessibility in all areas of yoga while honoring the integrity of yoga’s cultural and historical roots. 

Teachers shall not discriminate against or refuse to provide teaching or professional help to any student, client or employee based on any protected class such as age, gender (including pregnancy), race, ethnicity, culture, national origin, religion, sexual orientation, disability, socioeconomic status or genetic information.

Grievance Policy

We encourage anyone who has been the subject of sexual misconduct or any other action that violates our policies and Code of Conduct to report the incident to training leadership (henceforth referred to as the “reviewing body”).

The report should contain the following information:

  • Your full name; 
  • Your email and phone number; 
  • The name of the person who the grievance is against; 
  • A description of the alleged policy violation; 
  • The date and location of the policy violation; 
  • Names and contact information of any witnesses with first-hand knowledge of the situation; and, 
  • Any other credible evidence that is available to support the grievance

In the interest of fairness and privacy, it’s best if all reports are made by the person who has personally experienced the misconduct. 

All reports must be made in good faith based on information the person reporting the incident reasonably believes to be accurate. 

We may request additional information from the person reporting the incident throughout the course of review of the report. 

We will take appropriate action to ensure compliance with our policies. The reviewing body will impose any sanctions that it feels are fair, just, and reasonable under all circumstances. 

We will not allow anyone to retaliate against any person for making a report in good faith or providing information in connection with an investigation into an alleged violation. 

Any information provided during a grievance report review will be treated on a confidential basis. Similarly, any actions that are taken in response to the report will also be confidential.

Missed Payment Policy

For those who choose to pay over time via a payment plan, any missed payments must be resolved prior to the next payment due date. Payments may be resolved by making the missed payment or by contacting [email protected] to discuss an alternative resolution. Alternative resolutions will be reached at the sole discretion of training leadership. If the missed payment is not resolved by the next payment due date, access to the training may be revoked.

Refund Policy

Our Accessible Yoga 200-Hour Training refund policy is as follows:

  • Requests for cancellation of enrollment from the course one month (or more) prior to the course commencement date will result in a full refund and cancellation of any pending payment plan charges.
  • Requests for cancellation of enrollment from the course within one month of the course commencement date will result in a full refund, minus a fee of $500. Exceptions may be made in cases of emergency at the sole discretion of training leadership.
  • No refunds will be granted once the training’s live Zoom sessions have commenced, including for those who are removed from the training due to a violation of policy or Code of Conduct. Exceptions may be made in cases of emergency at the sole discretion of training leadership.

Retaliation Policy

We will not retaliate against any person for having reported or threatened to report harassment, discrimination, retaliation, or violations of our Code of Conduct or polices, or for participating in an investigation into any of the foregoing. Anyone who retaliates against a person will be subjected to disciplinary action, up to and including termination. 

We encourage any person — including employees, non-employees, and students — who believe they have been subject to retaliation to inform a supervisor or manager. 

We have a zero-tolerance policy for sexual harassment or sexual misconduct. We encourage anyone who has been subject to this behavior to report it to the human resources department or school management. We will do everything possible to ensure that you are not retaliated against by anyone because you have reported misconduct. 


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