RESPECTFUL WORKSPACE POLICY
SECTION 1: PREAMBLE
Workers and volunteers have a right to workspaces free from personal and sexual harassment or violence*.
Shakespeare by the Sea Festival Inc. (SBTS) is committed to:
* See Appendix A for Definitions and Concepts
I. WHO IS COVERED BY THIS POLICY
The protections under this policy apply to:
For the purposes of this policy, “work” is defined as activity undertaken by anyone under contract or company agreement with SBTS, either volunteer or compensated as staff or contractor.
II. WHERE DOES THIS POLICY APPLY?
This policy applies to:
III. WHEN DOES THIS POLICY NOT APPLY?
The policy does not apply to the following situations:
IV. FAIRNESS FOR ALL
SBTS recognizes its obligation to ensure that this policy and its procedures are fair.
Complainants must feel free to bring their workspace issues forward.
Those against whom allegations are made must have a full and fair opportunity to respond.
When both the complainant and respondent are covered by the protections under this policy, SBTS will listen to both parties to a complaint and provide a fair, unbiased third-party response, mediation, investigation and/or remedy as necessary.
V. SHARED RESPONSIBILITY
Both the organization and those who work with SBTS share responsibility for creating and maintaining respectful workspaces.
For the organization, that obligation is spelled out in government workplace legislation, as well as in various contracts and policies, both internal and external (i.e. for members of Equity).
Those who work with SBTS, too, have obligations to familiarize themselves with this policy and support it in the workspace.
VI. PREVENTION THROUGH EDUCATION
The primary purpose of this policy is to prevent personal and sexual harassment or violence from occurring in the first place.
Where issues do arise, as they will, this policy provides a resolution-oriented process for receiving and investigating allegations of prohibited workspace behaviour.
To this end, SBTS is committed to working to ensure that all staff, contractors and volunteers are made aware of workspace expectations in this area, as well as to provide resources and fair and impartial recourse when these expectations aren’t met.
SBTS will produce specific informational material on respectful workspaces and arrange First Day Talks.
SBTS will also produce specific educational material for its stage managers and deputies, describing inappropriate workspace behaviours under this policy, as well as frontline strategies for dealing with any issues.
VII. RIGHT TO GO ELSEWHERE
This policy provides internal mechanisms to address personal and sexual harassment or violence involving those working with SBTS.
At the same time, nothing in the policy is intended to prevent or discourage a complainant from choosing an alternative resolution process or legal action.
For example, human rights violations that relate to what is known as a protected ground may warrant the intervention of a provincial human rights tribunal. More information about protected grounds can be found in Appendix A.
If a complainant pursues such an alternative, SBTS may decide to terminate or suspend its internal response procedures.
VIII. REPRISAL
SBTS prohibits reprisal or threat of reprisal against individuals who make use of this policy, or who participate in proceedings as part of the response process.
If the Board of Directors determines that there are sufficient grounds to believe that members have engaged in reprisal or threats of reprisal, SBTS may commence the disciplinary proceedings.
IX. DEFINITION OF TERMS
This policy relies on the common definitions and concepts noted in Appendix A.
Shakespeare by the Sea Festival Inc. (SBTS) is committed to:
- the pursuit of safe and respectful workspaces for all working and volunteering with the company; and
- support for those who have experienced or witnessed workspace behaviours that do not reflect these standards.
* See Appendix A for Definitions and Concepts
I. WHO IS COVERED BY THIS POLICY
The protections under this policy apply to:
- Any personnel (volunteers, contractors and staff) under contract with SBTS;
- anyone in the workspace who experiences personal and sexual harassment or violence, from an individual under contract with SBTS.
For the purposes of this policy, “work” is defined as activity undertaken by anyone under contract or company agreement with SBTS, either volunteer or compensated as staff or contractor.
II. WHERE DOES THIS POLICY APPLY?
This policy applies to:
- all workspaces where work takes place under contract with SBTS;
- any additional work-related spaces such as:
- transportation and accommodation on tour;
- engager-organized social events;
- other events related to work, such as auditions, interviews, etc.
III. WHEN DOES THIS POLICY NOT APPLY?
The policy does not apply to the following situations:
- expressing differences of opinion;
- offering constructive feedback, guidance, or advice about work- related behaviour and performance;
- making legitimate complaints about someone’s conduct through established procedure;
- providing reasonable direction to an individual in order to have the person improve their performance.
IV. FAIRNESS FOR ALL
SBTS recognizes its obligation to ensure that this policy and its procedures are fair.
Complainants must feel free to bring their workspace issues forward.
Those against whom allegations are made must have a full and fair opportunity to respond.
When both the complainant and respondent are covered by the protections under this policy, SBTS will listen to both parties to a complaint and provide a fair, unbiased third-party response, mediation, investigation and/or remedy as necessary.
V. SHARED RESPONSIBILITY
Both the organization and those who work with SBTS share responsibility for creating and maintaining respectful workspaces.
For the organization, that obligation is spelled out in government workplace legislation, as well as in various contracts and policies, both internal and external (i.e. for members of Equity).
Those who work with SBTS, too, have obligations to familiarize themselves with this policy and support it in the workspace.
VI. PREVENTION THROUGH EDUCATION
The primary purpose of this policy is to prevent personal and sexual harassment or violence from occurring in the first place.
Where issues do arise, as they will, this policy provides a resolution-oriented process for receiving and investigating allegations of prohibited workspace behaviour.
To this end, SBTS is committed to working to ensure that all staff, contractors and volunteers are made aware of workspace expectations in this area, as well as to provide resources and fair and impartial recourse when these expectations aren’t met.
SBTS will produce specific informational material on respectful workspaces and arrange First Day Talks.
SBTS will also produce specific educational material for its stage managers and deputies, describing inappropriate workspace behaviours under this policy, as well as frontline strategies for dealing with any issues.
VII. RIGHT TO GO ELSEWHERE
This policy provides internal mechanisms to address personal and sexual harassment or violence involving those working with SBTS.
At the same time, nothing in the policy is intended to prevent or discourage a complainant from choosing an alternative resolution process or legal action.
For example, human rights violations that relate to what is known as a protected ground may warrant the intervention of a provincial human rights tribunal. More information about protected grounds can be found in Appendix A.
If a complainant pursues such an alternative, SBTS may decide to terminate or suspend its internal response procedures.
VIII. REPRISAL
SBTS prohibits reprisal or threat of reprisal against individuals who make use of this policy, or who participate in proceedings as part of the response process.
If the Board of Directors determines that there are sufficient grounds to believe that members have engaged in reprisal or threats of reprisal, SBTS may commence the disciplinary proceedings.
IX. DEFINITION OF TERMS
This policy relies on the common definitions and concepts noted in Appendix A.