Harassment Policy
The Human Rights Act states that it is unlawful to harass any individual on any prohibited ground of discrimination (including race, colour, national or ethnic origin, age, religion, sex, marital status, family status, mental or physical disability, a conviction for which a pardon has been granted, sexual orientation, gender identity or gender
expression).
The objectives of this policy are to:
- maintain a working environment that is free from harassment;
- alert all Collective members/volunteers of Relics Music Festival to the fact that harassment in the workplace is an offence under the law;
- establish a mechanism for receiving complaints of harassment and to provide a procedure by which Relics Music Festival Collective will deal with these complaints;
- provide education to employees and volunteers about harassment and the policy.
Harassment constitutes a violation of Relics Music Festival Collective’ policy and will not be tolerated. Collective Members, volunteers, artists or contractors engaging in such activity will be subject to disciplinary action up to and including dismissal.
Responsibility for the interpretation and administration of this policy and the development of appropriate guidelines is under the authority of the Producers, in consultation with the Relics Music festival Advisory Board.
1) Purpose
Relic Music Festival Collective is committed to maintaining and supporting a work environment that is respectful and free from harassment and discrimination, and promoting a work environment in which all individuals are treated with dignity and respect. Each individual has the right to work in a professional environment which promotes respect and prohibits discriminatory practice.
2) Application
This policy refers to harassment occurring at the workplace and applies to collective members, volunteers, artists and contractors who are representing or presenting themselves as an affiliate with Music Festival Collective.
3) Statement of Policy
We have developed this policy to prevent and educate collective members and volunteers about harassment, and to deal quickly and effectively with any incident. Collective members/volunteers who violate this policy may be subject to disciplinary action up to and including dismissal.
4) Definitions:
Sexual Harassment
Under the Nova Scotia Human Rights Act, “sexual harassment”; means vexatious sexual conduct or a course of comment that is known or ought reasonably to be known as unwelcome, a sexual solicitation or advance made to an individual by another individual where the other individual is in a position to confer a benefit on, or deny a benefit to, the individual to whom the solicitation or advance is made, where the individual who makes the solicitation or advance knows or ought reasonably to know that it is unwelcome, or a reprisal or threat of reprisal against an individual for rejecting a sexual solicitation or advance.
Examples of sexual harassment that will not be tolerated include:
- sexist jokes causing embarrassment or offence, told or carried out after it has been advised that they are embarrassing or offensive, or that are by their nature clearly embarrassing or offensive;
- leering;
- the display of sexually explicit material;
- sexually degrading words used to describe a person;
- sexually suggestive or obscene comments;
- unwelcome inquiries or comments about a person’s sex life;
- unwelcome sexual flirtations, advances, propositions;
- requests for sexual favours;
- unwanted touching.
Sexual harassment and discrimination on the basis of childbirth and pregnancy are forms of harassment on the prohibited grounds of discrimination.
Personal harassment is a disruptive, work-related activity/behavior, which can occur in any form and at any level: between peers, supervisor to subordinate, subordinate to supervisor or employees to artists or contractors. As recognized by the Nova Scotia Human Rights Act, discrimination on the following grounds is prohibited:
- age,
- race,
- colour,
- religions or creed,
- ethnic origin,
- aboriginal origin,
- sex,
- sexual orientation,
- gender identity,
- gender expression,
- physical or mental disability,
- family status,
- marital status
- source of income,
- political belief and activity, or
- pregnancy.
It is unacceptable behavior which denies individuals their dignity and respect, threatens to affect the well-being or job performance of the individual, and is offensive, embarrassing or humiliating.
It is discriminatory practice, in matters related to employment, to harass an individual on any of the preceding prohibited grounds of discrimination.
Complainant – the individual who files the harassment complaint
Respondent – the individual who is named as the alleged harasser in the complaint.
Bad Faith – complaints that are fabricated with the intent of damaging the integrity of an individual or individuals.
Offender – an individual who has admitted to or found to have committed an act or acts of harassment.
Workplace – any location whereby employees, volunteers, and artists are representing or presenting themselves as an affiliate with Celtic Colours.
Person in Charge – any of the following: Executive Director, Artistic Director, Production Coordinator, Volunteer Coordinator, Transportation Coordinator, Box Office Manager, Site Manager, Stage Manager, Chair of the Board of Directors.
5) Responsibility
Employer Responsibility
It is an obligation of all Relics Music Festival Collective Members to report incidents of harassment.
The Relics Music Festival Producers are responsible to:
- ensure reported incidents of sexual or personal harassment are investigated in a prompt and objective manner by person(s) viewed to be impartial to the complainant and the respondent;
- ensure collective members/volunteers are educated regarding the Relics Music Festival Collectives Harassment Policy and procedures.
Relics Collective Members/Volunteers are responsible to:
- actively participate and cooperate with your colleagues and volunteers and conduct yourself in a manner that ensures a positive experience and builds positive relationships;
- ensure your words and actions reflect positively on Relic Music Collective;
- take responsibility for your actions, and always act with integrity;
- become familiar with Relics Music Festival Collectives policy and procedure on harassment;
- keep accurate records of any incidents of sexual or personal harassment, including time, place, description of the incident, names and witnesses. This includes where they are subject of sexual or personal harassment as well as incidents they have witnessed;
- report incidents of harassment and;
- recommend changes on the Harassment Policy and Procedure to the Relics Music Festival Collectives Producers
6) Procedure
Informal Resolution Options:
Communicating concerns directly to the respondent by the complainant:
Any collective member/volunteer who feels that they are being harassed is encouraged to make it known to the respondent that the behavior is unwanted. The Collective members /volunteer should inform the respondent, clearly and directly, that their behavior isn’t welcome and must stop. This may be done verbally, or in writing. Relics music Festival Collective recognizes that there may be circumstances where direct communication is inappropriate. Although informal resolution is encouraged where possible, it is not a prerequisite to making a harassment report under this policy.
Formal Complaint:
If informal processes are not effective in resolving the situation to the satisfaction of the complainant, or if the complainant prefers to file a formal complaint immediately, the complainant may register their complaint of sexual or personal harassment to any collective manager, or directly to the Producers of Relics Music Festival who are responsible for taking immediate action.
Harassment Report detail:
All reports of harassment should include the following information:
- name(s) of the complainant who has allegedly experienced harassment;
- name(s) of the alleged harasser(s)/respondent(s);
- names of any witnesses or other persons with relevant information about the incident and contact information (if known);
- details of what happened including date(s), frequency and location(s) of the incident(s);
- any supporting documents that the person making the report (complainant) has which are relevant to this matter.
All reports of harassment shall be kept confidential except to the extent necessary to protect collective members/volunteers, to investigate the complaint, to take corrective action or otherwise as required by law.
What to do if you are the respondent:
If somebody makes an allegation of harassment against you, you should consider your behaviour. It is your responsibility to change your behaviour. If the matter is being handled informally you may want to apologize to the person if you feel that you are at fault or have been misunderstood. Make notes of your version of the incident(s) complained about and your recollection of events.
7) Investigation
Relics Music Festival Collective will ensure that an investigation appropriate to the circumstances is conducted when a report of harassment is made. Reports of harassment will be investigated in a fair, respectful and timely manner. The Producers will determine who will conduct the investigation. Incidents may be handled internally or reported to the Police.
8) Outcome of Investigation
After the investigation is concluded, both the person making the report and the person alleged to have engaged in harassment will be informed of the findings.
If Relics Music Festival Collective concludes that there has not been a violation of this policy, there will be no documentation concerning the report placed on the file of the person alleged to have engaged in the harassment (the respondent).
9) No Retaliation
Regardless of the outcome of a report made in good faith, the individual making the report (the complainant), as well as anyone providing information during an investigation, will be protected from retaliation.
10) Reports Made in Bad Faith
A report made in bad faith shall constitute grounds for disciplinary action against the person making the report (the complainant). A bad faith report is a report that is made with a conscious design to mislead or deceive, or with a malicious or fraudulent intent.
11) External Reporting Options
Complainants also have external options to report harassment. A complainant may contact the Nova Scotia Human Rights Commission to make a complaint of harassment, or may contact the police if they believe that criminal activity has
occurred.
In consultation with the Advisory Board, the producers will determine if there has been a violation of this policy. A violation of this policy may result in disciplinary action, which may include suspension or dismissal.
Declaration of Commitment
The Relics Music Festival Collective promotes, celebrates and develops Festival Culture. This policy has been implemented to ensure that our valued collective members, volunteers, artists and attendees each have a positive and enjoyable experience.
It is important as Relics Festival Collective Members and volunteers that you behave professionally and respectfully towards fellow collective members, volunteers, stakeholders and the general public. Relics Music Festival Collective seeks to provide a safe, healthy and rewarding work environment for its members, volunteers and performers. Relics Music Festival Collective has zero tolerance for sexual harassment and/or personal harassment.
