{"version":"1.0","provider_name":"NUOVA Vocal Arts","provider_url":"https:\/\/nuovavocalarts.ca\/fr","author_name":"kenan","author_url":"https:\/\/nuovavocalarts.ca\/fr\/author\/kenan\/","title":"Respectful Workspaces Policy | NUOVA Vocal Arts","type":"rich","width":600,"height":338,"html":"<blockquote class=\"wp-embedded-content\" data-secret=\"UZw3gkVJR5\"><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=UZw3gkVJR5\" width=\"600\" height=\"338\" title=\"&laquo; Respectful Workspaces Policy &raquo; &#8212; NUOVA Vocal Arts\" data-secret=\"UZw3gkVJR5\" frameborder=\"0\" marginwidth=\"0\" marginheight=\"0\" scrolling=\"no\" class=\"wp-embedded-content\"><\/iframe><script>\n\/*! This file is auto-generated *\/\n!function(d,l){\"use strict\";l.querySelector&&d.addEventListener&&\"undefined\"!=typeof URL&&(d.wp=d.wp||{},d.wp.receiveEmbedMessage||(d.wp.receiveEmbedMessage=function(e){var t=e.data;if((t||t.secret||t.message||t.value)&&!\/[^a-zA-Z0-9]\/.test(t.secret)){for(var s,r,n,a=l.querySelectorAll('iframe[data-secret=\"'+t.secret+'\"]'),o=l.querySelectorAll('blockquote[data-secret=\"'+t.secret+'\"]'),c=new RegExp(\"^https?:$\",\"i\"),i=0;i<o.length;i++)o[i].style.display=\"none\";for(i=0;i<a.length;i++)s=a[i],e.source===s.contentWindow&&(s.removeAttribute(\"style\"),\"height\"===t.message?(1e3<(r=parseInt(t.value,10))?r=1e3:~~r<200&&(r=200),s.height=r):\"link\"===t.message&&(r=new URL(s.getAttribute(\"src\")),n=new URL(t.value),c.test(n.protocol))&&n.host===r.host&&l.activeElement===s&&(d.top.location.href=t.value))}},d.addEventListener(\"message\",d.wp.receiveEmbedMessage,!1),l.addEventListener(\"DOMContentLoaded\",function(){for(var e,t,s=l.querySelectorAll(\"iframe.wp-embedded-content\"),r=0;r<s.length;r++)(t=(e=s[r]).getAttribute(\"data-secret\"))||(t=Math.random().toString(36).substring(2,12),e.src+=\"#?secret=\"+t,e.setAttribute(\"data-secret\",t)),e.contentWindow.postMessage({message:\"ready\",secret:t},\"*\")},!1)))}(window,document);\n\/\/# sourceURL=https:\/\/nuovavocalarts.ca\/wp-includes\/js\/wp-embed.min.js\n<\/script>","description":"Respectful Workspaces Policy NUOVA Vocal Arts \u2013 Newly United Operatic Vocalists Association1064 Ormsby Crescent NW, Edmonton, AB T5T 6J5780-487-4844 General Statement NUOVA Vocal Arts is committed to providing safe and respectful working environments free from harassment, sexual harassment, bullying, discrimination and other unwelcome behaviour (aka prohibited conduct, see appendix A) for all artists, arts workers (technicians, administrative, etc.), and volunteers. 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\u00a0is respectful, safe, reciprocal, and even playful where there is synchronicity.\u00a0Problematic behaviour\u00a0can 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\u2019re unsure whether your actions or words may be inappropriate or disrespectful\u2026 Ask. Find a more respectful way of saying it or doing it. Or, just don\u2019t 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\u2019re 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\u2019re 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\u00a0Kim Mattice Wanat\u00a0or 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\u00a0Artistic Director or General Manager \/ Executive Director,\u00a0see the\u00a0Board 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\u00a0designate or Board Chair\u00a0is responsible for prompt and thorough investigation, as well as necessary corrective actions and remedies, which may include penalties and\/or restorative justice. N.B.\u00a0Complaints must be received within provincially legislated statutes of limitations (timeframe). Refer to your jurisdiction\u2019s 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:\u00a0NUOVA 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:\u00a0The 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:\u00a0Reasonable efforts shall be made to interview the person allegedly harmed (harassed, discriminated against, etc.),","thumbnail_url":"https:\/\/nuovavocalarts.ca\/wp-content\/uploads\/2023\/05\/Home-Featured-Image.jpg","thumbnail_width":1200,"thumbnail_height":628}