We are committed to ensuring a safe, welcoming and respectful workplace that provides employees and prospective employees with equal employment opportunities and we therefore maintain policies that prohibit discrimination, harassment and retaliation on the basis of race, color, religion, sex, pregnancy, national origin, age, or disability:
▪ Race discrimination involves treating an applicant or employee unfavorably because he or she is of a certain race or because of personal characteristics associated with race (such as hair texture, skin color, or certain facial features);
▪ Color discrimination involves treating an applicant or employee unfavorably because of skin color complexion;
▪ Religious discrimination involves treating an applicant or employee unfavorably because of his or her sincerely held religious beliefs;
▪ Sex discrimination involves treating an applicant or employee unfavorably because of that person's sex. Discrimination against an individual because of gender identity, including transgender status, or because of sexual orientation is discrimination because of sex;
▪ Pregnancy discrimination involves treating a woman (applicant or employee) unfavorably because of pregnancy, childbirth, or a medical condition related to pregnancy or childbirth;
▪ National origin discrimination involves treating an applicant or employee unfavorably because he or she is from a particular country or part of the world, because of ethnicity or accent, or because they appear to be of a certain ethnic background (even if they are not);
▪ Age discrimination involves treating an applicant or employee less favorably because of his or her age (the ADEA only forbids age discrimination against people who are age 40 or older. It does not protect workers under the age of 40); and
▪ Disability discrimination occurs when an employer treats a qualified employee or applicant who has either a disability, a history of disability or a perceived disability unfavorably because of that disability.
▪ Discrimination can also involve treating someone unfavorably because that person is married to a person of a certain race, color, religion, sex, pregnancy, national origin, age, or disability.
Harassment is unwelcome conduct that is based on race, color, religion, sex, pregnancy, national origin, age, or disability. Harassment may be considered unlawful when (1) enduring the offensive conduct becomes a condition of continued employment, or (2) the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive. Harassment also includes sexual harassment which involves unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature. Although the law does not generally prohibit simple teasing or offhand comments, such conduct can rise to a level at which it would be considered harassment if it so severe or frequent as to create a hostile work environment or when it results in an adverse employment decision (such as the victim being fired or demoted).
You should be able to tell anyone here, who you feel is harassing or discriminating against you, that their conduct is unwelcome and must stop. You should also report any such conduct to management as soon as possible so that the company can address the situation early on. If you are not comfortable talking to your direct supervisor, or if their conduct is the problem, you should contact our Board-Staff Liaison, Jill Shely, at email@example.com or (917) 208-7280. The company will investigate any and all such claims and take action, as appropriate, to address the situation. To the extent possible under the circumstances, the company treats all such investigations, including the results, as confidential.
The company will take appropriate action in each case, in consultation with the parties involved, and may require restrictions on conduct or counseling, or suspend or terminate the employment of anyone found to be in violation of these policies. You should also know:
▪ We have a CSz Advocate Team composed of individual volunteers from within the company who are available for you to talk to and who can help you work through what steps to take in a given situation. These volunteers have not undergone any specific training and they are not able to provide you with legal advice, but they can provide both a shoulder and perspective and they are available so that, if you do experience harassment, discrimination, or retaliation, a support base is there for you. For a list of CSz Advocates, please contact Rene Duquesnoy at firstname.lastname@example.org.
▪ We maintain a ListServ program and we schedule meetings from time to time so that all of us here can get together to discuss issues affecting the theater and our community as a whole. Please remember that these are semi-public forums in which everyone is asked to refrain from talking about any investigation they may be a party to or circumstances involving specific people (who also have privacy interests that should be respected).
▪ No employee should be retaliated against for making a complaint in good faith or participating in good faith in an investigation pursuant to this policy. If you feel you have been retaliated against for any such reason, please contact Jill Shely at email@example.com or (917) 208-7280.