1.0NUOVA Vocal Artshttps://nuovavocalarts.ca/frkenanhttps://nuovavocalarts.ca/fr/author/kenan/rich600338<blockquote class="wp-embedded-content" data-secret="rfRbP8GTbS"><a href="https://nuovavocalarts.ca/fr/respectful-workspaces-policy/">Respectful Workspaces Policy</a></blockquote><iframe sandbox="allow-scripts" security="restricted" src="https://nuovavocalarts.ca/fr/respectful-workspaces-policy/embed/#?secret=rfRbP8GTbS" width="600" height="338" title="« Respectful Workspaces Policy » — NUOVA Vocal Arts" data-secret="rfRbP8GTbS" frameborder="0" marginwidth="0" marginheight="0" scrolling="no" class="wp-embedded-content"></iframe><script> /*! 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Conduct intended to undermine the dignity or self-esteem of any individual, and behaviours that create intimidating, hostile or toxic work environments, will not be tolerated. Microaggressions should be mitigated. We want all our people to know that they are safe to speak up about inappropriate behaviour and they will be heard. We will provide support for those who have experienced, witnessed, or been harmed through inappropriate behaviours. We will take prompt action to address inappropriate behaviour and allegations of inappropriate behaviour. Healthy behaviour is respectful, safe, reciprocal, and even playful where there is synchronicity. Problematic behaviour can be unilateral, controlling, disrespectful, harassing, abusive, or violent. NUOVA Vocal Arts is committed to meeting its legal obligations by having anti-harassment and antidiscrimination policies in place. Application This policy applies to all workspaces, extensions to workspaces and any additional work-related spaces, and where interactions or their repercussions have a strong potential to impact the workspace (ex. transportation and accommodation on tour; organized social events; auditions). Protocol Our primary goal is to prevent discrimination, harassment, sexual harassment, and bullying from occurring in the first place. Where issues do arise, the protocol outlined in this policy will be followed to address allegations of inappropriate behaviour, during which time we will support those who may have experienced or witnessed inappropriate workplace behaviour. This protocol will follow due process. All parties will be treated fairly, without bias or prejudice. Those who have experienced inappropriate behaviour must feel free to bring their workspace issues forward. And, those against whom allegations are made must have a full and fair opportunity to respond. We will hear both sides of a complaint, investigate or mediate as appropriate, and apply remedies as needed. Responsibilities and Expectations Everyone: We are all responsible for treating each other with respect and dignity, and each of us bears a responsibility to look out for each other. We must help identify and address issues. All parties are encouraged to consider both the impact as well as the intent of behaviours. Prevention is the best remedy against disrespectful behaviour. We can all make mistakes. If you’re unsure whether your actions or words may be inappropriate or disrespectful… Ask. Find a more respectful way of saying it or doing it. Or, just don’t say it or do it at all. Speak up about inappropriate behaviour. Telling the person in the moment is often the most effective solution. Even if you’re a witness or bystander, speak up! Explain how it affected you and ask that person to stop. Be calm, respectful and discreet. The other person may not have intended harm or even be aware of the impact of their behaviour. People can change their behaviour when they’re made aware of the problem. If a person approaches you about your own behaviour: Listen carefully. Respect the point of view and the person coming to you. Pause before responding if you are feeling emotional. Honest, direct dialogue often leads to resolution. Drop assumptions. Ask questions. Further: Report incidents through the channels outlined in this policy as needed. All parties are expected to fully cooperate with any necessary investigations, while maintaining respect for the confidentiality and privacy of all parties involved. Allegations of reprisal or threat of reprisal, against persons making use of this policy or participating in its proceedings (retaliatory conduct) will not be tolerated. Allegations found to be frivolous, vexatious or made in bad faith are subject to sanctions. Procedures for the Party Making a Complaint: If you are comfortable doing so, tell the person causing offence, either in person or in writing. If you are comfortable doing so, find someone to facilitate a conversation between yourself and the person causing offence, and mediate if necessary. If you have attempted to resolve the problem without success or are not comfortable addressing the problem on your own, bring the situation to the attention of Kim Mattice Wanat or the designate as soon as possible. The person receiving the complaint should outrank the person of concern. Ex. If the complaint is about a Director or Producer, see the Artistic Director or General Manager / Executive Director. If the complaint is about the Artistic Director or General Manager / Executive Director, see the Board Chair. Provide all pertinent details in writing, including the identity of people involved and any witnesses, time, location, actions, evidence and preferred outcome. After making the complaint, you are expected to refrain from discussing the situation with anyone else. Kim Mattice Wanat, the designate or Board Chair is responsible for prompt and thorough investigation, as well as necessary corrective actions and remedies, which may include penalties and/or restorative justice. N.B. Complaints must be received within provincially legislated statutes of limitations (timeframe). Refer to your jurisdiction’s labour laws / Occupational Health and Safety Act.]. Anonymous complaints cannot be considered within a formal process. At any time you may contact your professional association/union or a lawyer for further information, particularly when the company fails to deal with the situation. In cases of assault, sexual assault or violence, please contact a lawyer and/or the police. NUOVA Vocal Arts and/or Investigator Guidelines* NUOVA Vocal Arts will ensure necessary investigations are undertaken promptly, objectively and thoroughly, while maintaining confidentiality and privacy. Prompt: NUOVA Vocal Arts will reasonably complete the investigation as soon as possible, within 90 days or less unless there are compelling reasons why a longer investigation is needed (e.g. there are multiple witnesses, a key witness is unavailable due to illness, etc.). Be objective: The investigation shall be conducted by an individual not involved in the incident and not under the direct control of the person causing offence. Be thorough: Reasonable efforts shall be made to interview the person allegedly harmed (harassed, discriminated against, etc.),https://nuovavocalarts.ca/wp-content/uploads/2023/05/Home-Featured-Image.jpg1200628