Respectful and Healthy Workplace Policy

1. Preamble 

1.1 Concrete Theatre endeavours to provide a safe and healthy environment for those working on its premises, our audiences in theatre spaces and on tour in schools and third party contractors. Workplace and sexual harassment will not be tolerated. 

2. Application 

2.1 This policy applies to all current employees of Concrete Theatre Society, including full and part-time, casual, contract, permanent and temporary employees. This policy also applies current Board members and volunteers of Concrete Theatre Society. This policy applies to all behaviour that is in some way connected to the work of Concrete Theatre Society, including during rehearsals, performances, and during travel.  

3. Definitions  

3.1 Workplace harassment includes objectionable conduct, which may create an intimidating, offensive, or hostile work environment such that an employee’s work performance is adversely affected, or that interferes with and undermines an individual’s employment relationship or that denies an individual the respect, and dignity they deserve. It includes any behaviour which is known, or which should be reasonably known, to be unwelcome.  

3.1.1 Workplace harassment may include:  

■ Written or verbal abuse or threat  

■ Unwelcome remarks, jokes, innuendos, taunting or degrading comments about a person’s race, religious beliefs, colour, gender, gender identity,  gender expression, physical disability, mental disability, age, ancestry, place of origin, marital status, source of income, family status or sexual orientation of that person  

■ Displays of racist or other offensive or derogatory pictures  

■ Name calling, racial or ethnic slurs  

■ Practical jokes, pranks or mischievous conduct which may cause awkwardness or embarrassment 

3.2 Sexual harassment includes unwanted sexual advances, unwanted requests for sexual favours, and other unwanted verbal or physical conduct of a sexual nature which might reasonably be perceived as placing a condition of a sexual nature on new or continued employment, work assignment, or on any opportunity for training, development or advancement. 

3.2.1 Sexual harassment may include:  

■ Unwelcome sexual remarks, jokes, innuendos or taunting regarding a  person’s appearance, body, attire, age or marital status  

■ A sexual advance or solicitation made by an individual who is in a  position to grant or deny a benefit or advancement  

■ Expressed or implied promise of reward for complying with a sexual oriented request or actual or threatened reprisals against an individual who has rejected a sexual advance  

■ Unwanted sexual attention of an abusive or persistent nature, or intimidating invitations or requests with sexual overtones, whether expressed or implied 

■ Comments unduly emphasizing gender

■ Unwanted physical advances and contact such as touching, patting or pinching, or leering or other gestures of a sexual nature  

■ Unwelcome displays of pornographic, derogatory or offensive pictures, materials or graffiti of a sexual nature 

3.2.2 Sexual harassment may occur between any two or more people. The behaviour need not be intentional in order to be considered sexual harassment. Sexual harassment is illegal under the provisions of the Alberta Human Rights Act. 

4. Responsibility of Management 

4.1 It is the responsibility of the General Manager and Artistic Director, the Chair of the Board of Directors or Union Representative in the company to take immediate and appropriate action to report or deal with incidents of harassment of any type whether brought to their attention or personally observed. Concrete Theatre wants to provide a safe and healthy work environment.  Harassment will not be tolerated within this organization. 

5. Filing a Complaint 

5.1 Wherever possible and appropriate, the subject of harassment should tell the alleged offender (with a witness present) that the harassing behaviour is unwelcome and unacceptable and must be stopped.  

5.1.1 The subject of harassment is encouraged to keep a written record of incidents, dates, times, locations, possible witnesses and their response to the harassment. They do not have to have a record to make a complaint, but a record can strengthen the case and help them remember details over time.  

5.2 If the behaviour continues, a complaint can be made by reporting the situation to the General  Manager or Artistic Director, the Chair of the Board of Directors, or a Union Representative. 

5.2.1 Although it is Concrete Theatre Society’s desire to address these matters expediently and at the earliest opportunity possible, if the subject of harassment does not feel comfortable approaching any of the persons above, they are not required to address them in the order provided and at all times may avail themselves of whatever remedies are otherwise available.