RESPECTFUL WORKPLACE POLICY AND PROCEDURES

The OLT is committed to building and preserving a safe, productive and healthy working environment based on mutual respect, and is committed to taking all reasonable steps to protect our employees and volunteers. The Board, staff and volunteers have pledged to a workplace that fosters openness and acceptance; acts of discrimination, any form of harassment, or acts or threats of workplace violence will not be tolerated.  All reports of any form of harassment, violence or discrimination will be taken seriously.

Purpose

It is the primary objective for all associated with our theatre to ensure the working environment:

  • promotes a positive experience and a harmonious and respectful working environment
  • ensures compliance with the requirements of the Ontario Occupational Health and Safety Act (“OHSA”) relating to workplace violence and harassment
  • sets high standards of service integrity, minimizes discord, and promotes the effective resolution of conflicts.

Scope

The policy applies to all OLT staff, volunteers, guests, and contractors. The conduct prohibited by this policy specifically includes, but not limited to discrimination, violence, or harassment by any means – verbal/nonverbal, written and/or digital, including electronic and social media communication.

Expectations

Staff and volunteers are expected to:

  • treat one another and the public with dignity, respect and openness
  • act with honesty and integrity
  • observe high standards of appearance and conduct
  • avoid conflicts of interest
  • conduct themselves in a manner that reflects positively on the public image, fully supports our mission/mandate, and is in the best traditions of the Theatre.

 Procedure for addressing concerns/complaints

OLT recognizes that individuals who experience or observe discrimination, harassment, or violence may be reluctant to report.

OLT will not retaliate in any way against anyone who files a complaint in good faith or who acts as a witness in good faith relative to a complaint.

OLT prohibits retaliation by anyone against another individual who makes a complaint in good faith or acts as a witness. Anyone who retaliates may be subject to discipline, up to and including dismissal for cause. Any, and all staff/volunteers bearing witness to bullying, harassment or discrimination are asked to document the incident and report it to the Board Designate(s).

Those who believe they have experienced harassment, bullying or discrimination should:

  • if comfortable doing so, communicate disapproval in clear terms to the person(s) engaging in the unwelcome behaviour, and request that the behaviour cease
  • this is not a mandatory first step, and no employee/volunteer should feel pressured to confront another person if they are not comfortable doing so
  • if the complainant is not comfortable with addressing the alleged harasser directly, they should make the issue known to the Board Designate(s) so this person may act on the complainant’s behalf
  • if informal attempts to address and resolve the issue are not appropriate (i.e. if the issue involves violence or sexual harassment), or are proving to be ineffective, a formal complaint should be filed with the Designate(s)
  • if the complaint is against the Board Designate, the complaint is to be brought to a designated independent, external HR Firm, who will then inform the President of the Board of Directors
  • threats or violence of a serious nature, such as sexual or physical assaults, should be reported by calling 911 immediately. Please notify the Board Designate, as soon as possible afterwards.

Appointment of the Board Designate

The Board shall designate two individuals from the membership to oversee concerns and complaints. OLT will train and assure competency of the Board Designates who receive ‘Respectful Workplace’ training from an independent, external HR Firm.

 APPENDIX:  DEFINITIONS

 OLT adheres to The Ontario Occupational Health and Safety Act (OHSA) definition of Workplace Abuses:

  • The OHSA defines “Workplace violence” as:
  1. the exercise of physical force by a person against a worker, in a workplace, that causes; or could cause physical injury to the worker, or
  2. an attempt to exercise physical force against a worker, in a workplace, that could cause physical injury to the worker, or
  3. a statement or behaviour that it is reasonable for a worker to interpret as a threat to exercise physical force against the worker, in a workplace, that could cause physical injury to the worker.
  • “Workplace harassment” as
  1. engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome, or
  2. workplace sexual harassment.
  • “Workplace sexual harassment” as
  1. engaging in a course of vexatious comment or conduct against a worker in a workplace because of sex, sexual orientation, gender identity or gender expression, where the course of comment or conduct is known or ought reasonably to be known to be unwelcome, or
  2. making a sexual solicitation or advance where the person making the solicitation or advance is in a position to confer, grant or deny a benefit or advancement to the worker and the person knows or ought reasonably to know that the solicitation or advance is unwelcome.

CONTACT INFORMATION

Board Designates

Name: Bill Milner
Contact information: billmilnerOLT@gmail.com

Name: Venetia Lawless
Contact Information: venetialawless@gmail.com

Updated January, 2024