Resources

Creating a Respectful Workplace – Date of Issue: April 4, 2018

GEORDIE PRODUCTIONS values the diversity of its workforce, its patrons and visitors and is committed to providing a work environment supportive of human dignity and respect. It is the policy of GEORDIE PRODUCTIONS to ensure that every employee and artist is entitled to a workplace free of intimidation, discrimination, harassment, and workplace violence. Such acts in any form will not be tolerated on our premises, while conducting our regular course of business, functions, or events. We acknowledge our responsibility to support and assist persons’ subject to violence and harassment and to take appropriate action to stop such conduct. This policy pertains to all Geordie board members, employees, part-time staff, and volunteers (hereinafter referred to with the collective term “worker”) and extends to all GEORDIE PRODUCTIONS activities.

Management will treat any complaint of harassment with seriousness, sensitivity, and discretion. Confidentiality will be maintained wherever possible. Exceptions will only be made where disclosure is necessary for the purposes of conducting a proper investigation, taking appropriate disciplinary/corrective measures, or where required by law.

Points to remember about harassment:

• – Harassment can be present in every job level and occupation.
• – Harassment is defined by the perceptions of the recipients of the behavior, not by those of the harasser.
• – Harassment is about power and control.

Workplace harassment ranges from subtle to blatant behaviour and can be expressed in several ways which includes, but is not limited to, the following examples:

Sexual Harassment

Sexual harassment may be broadly categorized into two main components:

1. Where a person in a position to confer, grant, or deny a benefit or advancement to a person:
   • – makes employment or benefits from employment, such as promotions, good performance ratings, etc. conditional upon the worker’s acceptance of sexual advances.
   • – threatens to or makes reprisals when a worker rejects a sexual advance.
2. Where the work environment becomes “poisoned” when the conduct or comments of the supervisors or fellow employees/artists create a hostile work environment.

Sexual harassment may include, but is not limited to:

1. Unwelcome remarks, jokes, innuendos, or taunting about a person’s body, attire or gender identity.
2. Practical jokes of a sexual nature which cause awkwardness or embarrassment.
3. Displaying pornographic pictures or other offensive material.
4. Leering (suggestive staring) or other gestures.
5. Unnecessary physical contact such as touch, patting or pinching.
6. Suggestive or offensive remarks or unwelcome questions or discussions about sexual activities.
7. Sexual propositioning.
8. Sexual assault.

Racial or Ethnic Harassment

1. Displaying of racist, derogatory, or offensive pictures or materials.
2. Unwelcome remarks, jokes, innuendoes or taunting about a person’s racial or ethnic background, colour, place of birth, citizenship, or ancestry.
3. Refusing to converse or work with a worker because of his or her racial or ethnic background.
4. Insulting gestures or practical jokes based on racial or ethnic grounds which cause embarrassment or awkwardness.

Any acts of violence or threats of violence in the workplace are unacceptable, whether they be physical, verbal or otherwise. GEORDIE PRODUCTIONS is committed to the prevention of workplace violence and to responding appropriately if workplace violence does occur. It is up to each worker to report any threat or act of violence. Employees/artists who initiate or are a party to acts of violence or aggression may be subject to discipline up to and including dismissal.

Management Responsibilities

GEORDIE PRODUCTIONS will ensure that complaints are handled with sensitivity and incidents of violence, discrimination, intimidation or harassment are discontinued as quickly as possible upon Geordie Productions’ awareness of it and to ensure protection from retaliation for any worker who has made a complaint in good faith.

There shall be no reprisal or negative job consequences from GEORDIE PRODUCTIONS against any individual who, in good faith, reports an incident of harassment, discrimination or workplace violence or who participates in an investigation.

Confidentiality will be maintained whenever possible. Information which relates to potentially violent individuals will be provided only on a need-to-know basis.

Worker Responsibilities

It is the responsibility of employees/artists to show respect for others both in the workplace and in any capacity where they are representing GEORDIE PRODUCTIONS. Employees/artists are responsible for their actions and are expected to change their conduct when advised that their behaviour is not acceptable to others.

Procedures to Deal with Harassment, Discrimination or Workplace Violence

Whenever possible, let a harasser or abuser know that his or her behavior is unacceptable and that it must stop immediately. Sometimes not speaking up can be interpreted as consent, whereas at other times a simple warning from the person on the receiving end of such conduct or comments may be enough to correct the problem.

Keep a record. Write down dates, times, any witnesses, what was said or done, when and by whom. Documentation is extremely important especially if the harasser does not stop or if the violence or harassment is serious and justifies a formal complaint.

Where a worker is not comfortable communicating directly with the harasser or abuser, report the incident (s) to Kathryn Westoll, Executive Director and/or Jimmy Blais, Artistic Director. At this point, the employee can either file a complaint, or have Kathryn and/or Jimmy speak with the alleged perpetrator. Where the worker is not comfortable communicating directly with Jimmy or Kathryn, there is an external HR consultant they can contact via phone, free of charge, to discuss any issues or with any questions – Joëlle Vincent (M.Sc., CRHA, Founding Partner and Human Resources Consultant at VIACONSEIL), 514-497-7483, joellevincent@viaconseil.ca

A formal complaint consists of the worker providing a written statement indicating the events, dates, times, witnesses. Kathryn Westoll and Jimmy Blais, as senior management of Geordie Productions, and one board member of Geordie Productions, (hereinafter collectively called the Geordie Human Resource Team), will conduct a detailed investigation, which includes interviewing the complainant, the alleged offender(s) and any other person who may provide information. Information received will be received in the strictest confidence possible.

Investigation of Reported Incidents

All workers, including contractors, must co-operate fully in any investigation under these guidelines. Any report of workplace violence or potential of workplace violence will be fully investigated. The report will provide details of the violent incident, or potential of violence, including dates, times, places, names of individuals involved and names of any witnesses. The person filing the report will be advised that the Geordie Human Resource Team will conduct a thorough investigation. Pursuant to said investigation, a determination will be made as to the validity of the claim(s), as well as to Geordie’s continued association with the individual accused of impropriety.

There will be a follow-up to monitor the working relationship of the parties involved.

If you have been subjected to workplace violence, immediately report the matter to the appropriate manager for investigation and response.

Notwithstanding the above, where there is an extremely urgent and/or life-threatening situation in the workplace, particularly regarding serious violence, the most important concern is for the immediate safety and well-being of the affected worker. Depending upon the situation, the most immediate need may be to call the police, fire department or paramedics. Worker safety and security is of paramount importance and therefore, common sense must prevail.

If you have any questions regarding the above policy you may contact Kathryn Westoll, Executive Director, and/or Jimmy Blais, Artistic Director.