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POLICIES & Guidelines

Cancellation and Refund Policy

If you cancel your program reservation 15 or more days prior to your program start date, payments made will be refunded in full, less a 10% non-refundable administrative fee based on the total program price.

If you cancel between 14 days and 4 days prior to your program start date, you will receive a program credit to your Copper Beech account, less a 10% non-refundable administrative fee based on the total program price. The program credit is applicable toward a future program of your choice and will expire after one year from the date of issue.

No credit or refund is available if you cancel between 3 days and your arrival day, do not show up, leave a program, event, or accommodation early.

No refunds are permitted for fundraisers under any circumstances.

*** For special considerations due to serious illness or death in family please reach out to

*** These policies are not applicable for the Mindfulness Facilitator Certification. Please see below for policies specific to these trainings.


Payment Policy

Reserve your space in an upcoming program with an initial deposit and either pay equal* automatic installments with balance due in full 15 days prior to program start date OR pay in full prior to program start.

*Standard payment plans include a 10% non-refundable deposit followed by equal installments to be automatically withdrawn every two weeks, unless other arrangements are agreed upon with CBI and program registrants. Installment amounts are automatically calculated based on the date of registration (the sooner you register, the lower your payments will be). Please note that payment plans may vary by program type—refer to the program checkout page for details or email us at with any questions.

*** These policies are not applicable for the Mindfulness Facilitator Certification. Please click here for policies specific to this training.

Discounts cannot be combined and are not applicable on professional trainings (ex. MFC, etc.).


Inclement Weather Policy

On rare occasions, for the safety of our participants, a retreat, program or class may be cancelled or held online via Zoom due to inclement weather. The decision will be made no later than 6 AM Eastern Time (US) for morning programs and no later than 12 PM Eastern Time (US) for evening classes and weekend retreats. In such an event, participants will be notified by e-mail. You can also call 860.760.9750 for information on cancellation. There will be a recorded announcement on the voicemail or someone will be in the office to take your call.

If there is a cancellation within any Copper Beech courses, additional classes may be scheduled for the two weeks following the expected end of the program. Please hold these dates in your calendar.


Bookstore Return Policy

The gift shop bookstore has a 30-day return policy. You can return any item, to the bookstore in its original packaging within 30 days for a refund, if accompanied by your receipt. If no receipt, a credit will be issued for the return amount, less shipping and handling charges (if applicable).


COVID-19 Protocol for In-Person Programs

As we engage in a community of practice and learning, our expectation is that we will work together to minimize the risk of COVID-19.

In response to the COVID-19 pandemic, we follow CDC, State and local health and safety guidelines.  The health and well-being of our guests, faculty, and staff are priority.  Copper Beech Institute does not currently require proof of vaccination or a negative test for guests. For the health and safety of our community, we encourage all guests to monitor for symptoms of Covid-19 and other illnesses before your visit. If you are experiencing symptoms of Covid-19, please take a home test before arrival. If you test positive before your arrival, contact our registration team who will work with you to reschedule your visit.

While masks are no longer required in the building, they may not be optional for some with underlying health conditions. We ask that you join us in respecting each person’s decision to monitor and manage their own health and safety.

If you feel unwell or have had a known exposure to any transmissible illness, please do not come to campus. If you experience symptoms of Covid-19 while on campus or test positive, you will be required to leave the campus. Guests required to leave due to a positive Covid-19 test will be eligible for a credit valid for 1 year from date of issue for the portion missed due to early departure. 


Guidelines for Supporting Community Members Experiencing Emotional Struggles

Copper Beech Institute is committed to supporting the well-being of our community members. Although we are not a mental health treatment facility offering therapy or addiction treatment services, mindfulness and resilience practices can have powerful impacts on participant mental health. Depending on the intensity of the emotional struggles that might arise during the course of our programming, we have guidelines in place to support the safety and well-being of our participants, volunteers, and staff.  


If you would like to review some useful Mental Health Resources prior to your visit or online program, please view them here. If you have further questions, please contact


Privacy Policy

We have created this statement to demonstrate our firm commitment to your privacy. We do not collect personally identifying information about you when you visit our site, unless you choose to provide such information to us. Providing such information is strictly voluntary. This policy is your guide to how we will handle information we learn about you from your visit to our web site.


Throughout our web pages, we provide links to other servers which may contain information of interest to our readers. We take no responsibility for, and exercise no control over, the
organizations, views, or accuracy of the information contained on other servers. Creating a text link from your web site to our site does not require permission. If you have a link you'd like us to consider adding to our web site, please send an email to with the subject "Link request."


If you would like to publish information that you find on our web site, please send your request to Where text or images are posted on our site with the permission of the original copyright holder, a copyright statement appears at the bottom of the page. Information about using our logo and images is available in Media Resources.


This web site is designed to be accessible to visitors with disabilities, and to comply with federal guidelines concerning accessibility. We welcome your comments. If you have suggestions on how to make the site more accessible, please contact us at


We collect and store only the following information about you: the name of the domain from which you access the Internet (for example,, if you are connecting from an America
Online account, or if you are connecting from Princeton University's domain), the date and time you access our site, and the Internet address of the Web site from which you linked to our site.

We use the information we collect to measure the number of visitors to the different sections of our site, and to help us make our site more useful to visitors.


If you complete the Profile update form and share your personally identifying information, this information will be used only to provide you with more targeted content. We may use your contact information to send further information about our organization or to contact you when necessary. You may always opt-out of receiving future mailings; see the "Opt Out" section below.


You also may decide to send us personally identifying information, for example, in an electronic mail message containing a question or comment, or by filling out a Web form that provides us this information. We use personally identifying information from email primarily to respond to your requests. We may forward your email to other employees who are better able to answer you questions. We may also use your email to contact you in the future about our programs that may be of interest.

We want to be very clear: We will not obtain personally identifying information about you when you visit our site, unless you choose to provide such information to us. Providing such information is strictly voluntary. Except as might be required by law, we do not share any information we receive with any outside parties.

If you sign up for one of our email lists, we will only send you the kinds of information you have requested. We won't share your name or email address with any outside parties.


For children who visit our site, special rules apply. We do not request personal information about children, such as first and last name or street address and city. When kids send email to us, their online contact information (email address) is not used to re-contact them and is not maintained in retrievable form.


Our site provides users the opportunity to opt-out of receiving communications from us through a special online form. You may choose to receive only specific communications or none at all. You may also update your contact information previously provided to us through another online form. You can not remove yourself from our database, but you can prevent unwanted communication.

Questions about our Policies 

If you have any questions about this privacy statement, the practices of this site, or your dealings with this web site, you can contact us at:


Policy Prohibiting Harassment

Copper Beech Institute, Inc. (“Copper Beech” or the “Organization”) believes in the inherent dignity of all persons and their right to have the various facets of their identity respected by others. As the Organization works to inspire purposeful living, awaken each person’s full potential for compassionate action, and encourage a healing shift in how we relate to one another and our interconnected world, Copper Beech is committed to cultivating a compassionate, loving community within and beyond its own walls that is free of discrimination and harassment.

Copper Beech, as a center for healing and wellbeing, is unique in how it cultivates a sense of openness and connection amongst individuals and communities through mindfulness and spiritual practice. While such closeness can be nourishing and uplifting, it also presents the Organization with potential challenges surrounding boundaries and harassment. Given this reality, the Organization is committed to ensuring an environment that respects the dignity and work contributions of each individual and which is free from all forms of unlawful employment discrimination. This includes: sexual harassment and harassment due to a person’s actual or perceived race, color, religion, creed, gender identity or expression, sexual orientation, sex (including pregnancy, childbirth, breastfeeding, gender transitions, or other experiences related to sex and gender), marital or civil union status, age, national origin, ancestry, citizenship, genetic information, medical condition, disability (physical or mental), current or former membership or service in the U.S. Armed Forces or a state military unit, veteran status, or any other characteristic protected by law.

Discriminatory harassment, including sexual harassment, violates federal, state and local laws and is strictly prohibited. This policy applies to all workplace-related situations, whether in the office, work assignments outside the office, office sponsored social functions, and whether during or outside of work hours. It covers all employees, including interns (whether or not paid), board members, volunteers, temporary workers, applicants for employment, contractors, and other person conducting business with the Organization.

You should note that while harassment based on a protected category must meet certain legal standards to be unlawful, such as being “severe or pervasive,” these standards do not necessarily have to be met for the Organization to determine that conduct has violated Company policy. The Company’s prohibition of harassment encompasses a broader range of conduct than what is prohibited by law.

Copper Beech will not tolerate discriminatory harassment in connect with the Organization’s business. Copper Beech is committed to acting swiftly, objectively, and vigorously on reports of harassment, investigating a reported incident to the best of its abilities, and taking appropriate action after evaluating all the circumstances. An employee or non-employee who believes that he/she/they has been subjected to harassment is responsible for reporting the incident as soon as possible as outlined under the investigation of matters section of this policy.


Sexual harassment includes unwelcome sexual advances, requests for sexual favors, verbal or physical conduct of a sexual nature, and/or other unwelcome conduct that is of a sexual nature or is directed at a person because of that person’s sex where submission to or rejection of such conduct is made either explicitly or implicitly a term or condition of an individual’s employment; or submission to or rejection of such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive work environment. Sexual harassment can occur between individuals regardless of their sex or gender.

Examples of sexual harassment may include, but are not limited to:

· Threatening or taking adverse employment actions if sexual favors are not granted
· Demands for sexual favors in exchange for favorable or preferential treatment
· Unwelcome flirtations, propositions or advances
· Intimidation
· Unwelcome physical contact of a sexual nature, up to and including physical violence (e.g., touching, grabbing, pinching, body-rubbing, attempted or actual molestations, sexual battery or rape)
· Whistling, leering, improper gestures or offensive remarks, including unwelcome comments about appearance, sexuality or sexual experience
· Sexual jokes or other inappropriate use of sexually explicit or offensive language
· The display or publication in the workplace of sexually suggestive, demeaning or pornographic objects or pictures
· Sex stereotyping, which occurs when conduct or personality traits are considered inappropriate because they may not conform to other people’s perceptions about how individuals of a particular sex should act or look
· Using any communications or computer system to send, receive or exhibit sexually suggestive displays, etc.
· Hostile actions taken against an individual because of the person’s sex, sexual orientation, gender identity or expression, or transgender status (e.g., bullying, yelling, name-calling, sabotaging the person’s work, interfering with/damaging/destroying the person’s workstation or equipment, or otherwise interfering with the person’s ability to perform the job).

Other harassment includes verbal or physical conduct that denigrates or shows hostility or aversion toward an individual due to any characteristic protected by law as described above, or that of his/her relatives, friends or associates, and that:
· Has the purpose or effect of creating an intimidating, hostile, or offensive work environment;
· Has the purpose or effect of unreasonably interfering with an individual’s work performance; or
· Otherwise adversely affects an individual’s employment opportunities

Some examples of other harassment include: slurs, epithets, negative stereo types, threats, intimidation, other hostile acts related to a protected characteristic, derogatory comments or visual depictions, using a computer or other communications systems to send, receive or exhibit suggestive or derogatory displays, unwelcome jokes, teasing, and other similar verbal or physical contact that tend to create an intimidating work environment or to interfere with an employee’s or other service provider’s work.

Actions such as those described above may violate this policy whether done in person or phone, by email or text, visual displays or otherwise.

Unlawful harassment is considered a form of employee, or other service provider, misconduct and will not be tolerated. Violations of this policy will not be permitted and may result in disciplinary action, up to and including termination of employment or other separation from service.


Unlawful retaliation is also prohibited. Unlawful retaliation occurs when an employer takes adverse or negative action, defined as retaliatory under applicable law, against an individual because he/she/they has engaged in good faith in conduct protected by employment laws, such as reporting or encouraging another person to report harassment/discrimination, complaining that another person has been subjected to harassment/discrimination, making a complaint internally or to an outside entity, or participating in an investigation or legal proceeding. Examples of retaliation can include, but is not limited to, termination of employment or other separation from service, denial of a promotion, refusal to hire, demotion, suspension, transfer, threats, verbal and physical abuse.


The Organization strongly encourages the prompt reporting of all incidents of discriminatory harassment or unlawful retaliation, as well as any conduct which, if left unchecked, may rise to the level of prohibited conduct. If a person believes that he/she/they is being subjected to harassment, or any other discrimination, or retaliation, or if he/she/they witnesses such behavior, he/she/they should promptly notify the Executive Director, Chairperson of the Board of Copper Beech, or the Independent Reporting Liaison. Any supervisor/manager who knows or suspects that an individual is being subjected to prohibited conduct, or who receives a complaint of prohibited conduct, is required to report it promptly to the Executive Director, Chairperson of the Board of Copper Beech, or the Independent Reporting Liaison.

When a report is made, the complainant will be asked to complete a Harassment Complaint Form to assist in the Organization responding to the complaint. While a completed form is not mandatory, we encourage its use. The Organization will undertake a prompt investigation as may be appropriate under all of the circumstances. During an investigation, individuals are obligated to respond to questions, participate in the investigation, and provide truthful information. All persons involved, including complainants, witnesses, and alleged perpetrators will be treated in a manner that provides for a fair and impartial investigation. The steps to be taken during an investigation cannot be fixed in advance, but will vary depending upon the nature of the allegations. The Organization will document the investigation and may take interim steps, as appropriate, while the investigation is ongoing, and will interview the involved parties and relevant witnesses and also may review documents. Confidentiality will be maintained throughout the investigation process to the extent practical and consistent with the Organization’s need to undertake a full investigation.

Upon completion of an investigation, the Organization and, when needed, its Board of Directors, will review the results and decide upon the appropriate action(s) to be taken. The outcome will be communicated to the reporting person(s), the alleged perpetrator(s), and otherwise on a need-to-know basis.

To file a complaint, please fill out this form.


Adverse action will not be taken against an employee who in good faith makes a report or participates in the investigation of a possible violation of this policy. Any employee who fails to cooperate in an investigation of any matter (e.g., refusal to provide information, dishonesty, etc.) and/or retaliates against another individual for making a report in good faith or participating in an investigation, may be subject to disciplinary action, up to and including termination of employment. Managers/supervisors who fail to report an actual or suspected violation of the Organization’s policy may also be subject to discipline, including termination of employment.

Individuals found to have engaged in misconduct that violates Copper Beech’s policy prohibiting harassment will be disciplined by the Organization up to and including termination of employment. They also may be subject to individual liability under applicable law.

Discipline may include, but is not limited to the following:
· Verbal or Written reprimand
· Referral to counseling
· Withholding of a promotion
· Reassignment
· Temporary suspension without pay
· Reduction in allocation
· Discharge
· Removal or termination from the Organization or suspension or termination of any contracts.

Be aware that this policy is neither designed nor intended to limit the Organization’s authority to take disciplinary or remedial action for conduct it deems unacceptable, regardless of whether it satisfies the legal definition of discrimination, harassment and/or retaliation.


These matters will remain confidential to the Organization to the extent allowed by law and consistent with the Organization’s obligations to investigate and effectively resolve possible violations.


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