healthy + respectful workplace
Standards of Conduct
1.0 PURPOSE
To provide standards of conduct for all employees.
2.0 POLICY
Small Stage is committed to providing a safer, inclusive environment free of harassment and discrimination. We believe that the highest standards of conduct on the part of its employees are essential to creating and maintaining a respectful and welcoming atmosphere.
This Policy describes the standards of conduct required of all employees. This Policy is not intended to abridge the statutory rights of Small Stage or any person, or the rights of any employee. Small Stage abides by the Canadian Code of Conduct for the Performing Arts. If a conflict exists, the stricter code will apply.
This policy exists to ensure a safer and respectful environment for all Small Stage attendees, artists, sponsors, partners, and volunteers.
2.1 COMPLIANCE WITH STANDARDS
The requirement to comply with these standards of conduct is a condition of employment. Employees who fail to comply with these standards may be subject to disciplinary action up to and including dismissal. Employees should contact Julie-anne Saroyan, Creative Producer, for advice and assistance on the interpretation or application of this Policy.
2.2 LOYALTY
Small Stage employees have a duty of loyalty to Small Stage as their employer. The duty of loyalty requires employees to serve Small Stage honestly, faithfully and to the best of their ability.
The conduct of Small Stage employees should instil confidence and trust and not bring Small Stage into disrepute.
2.3 CONFIDENTIALITY
Confidential information that employees receive through their employment must not be divulged to anyone other than persons who are authorised to receive the information. Employees who are in doubt as to whether certain information is confidential must ask the appropriate authority before disclosing it. Caution and discretion in handling confidential information extends to disclosure made inside and outside of Small Stage and continues to apply after the employment relationship ceases.
Confidential information that employees receive through their employment must not be used by an employee for the purpose of furthering any private interest, or as a means of making personal gains. See the Conflicts of Interest section of this Policy for details.
2.4 HEALTH + SAFETY ~ WORKPLACE ENVIRONMENT
Our commitment at Small Stage is to provide and maintain a health and safe workplace to everyone in our spaces:
We prioritize health and safety.
We recognize our personal, professional and legal responsibilities.
We are committed to meet +/or exceed the legal requirements for the following policies;
We strive to improve our health and safety continually, and leverage our resources from a variety of qualified industry sources, including Actsafe Safety Association, and others as available,
We hold regular meetings where health and safety is a standing agenda item,
We consider non-compliance with health and safety law, rules, and processes as cause for possible disciplinary actions up to and including dismissal.
The success of our health and safety program depends on inclusion, collaboration and cooperation of everyone who attends our spaces or events. We support the right to know, the right to participate and the right to refuse for all.
The Society takes health and safety seriously. The society holds $5 million in Liability Insurance, and keeps up to date on our WorkSafeBC (Workers' Compensation).
With these rights come responsibilities as follows:
Responsibility: Small Stage
Ensure that this policy goal is communicated to all staff members and remains a priority throughout the broad spectrum of personal contacts and relationships generated by the Small Stage operations.
Develop internal policy guidelines which identify unacceptable conduct.
Organise and renew as necessary.
Develop a confidential reporting and investigation system and a sensitive, flexible process for resolving complaints, which includes access to trained counsellors.
Maintain a zero tolerance stance, taking appropriate action where policy goals have not been met, including discipline or dismissal where necessary.
Provide supervisors with support and training to meet their responsibilities,
Ensure adequate first aid equipment, supplies, training, and personnel are available,
Regularly inspect the workplace,
Improve conditions where deficiencies are found,
Report injuries to WorkSafeBC as required;
Investigate incidents where workers are injured and/or equipment is damaged and/or “near miss” for an accident.,
Submit necessary forms to WorkSafeBC,
For reference Health and Safety Guide for Live Performance -Festivals
Responsibility: Supervisors
Ensure health and safety rules are followed and communicated.
Know legal requirements that apply to your work, and ensure they are met,
Ensure workers under your supervision are aware of known hazards, and prevention controls in place
All workers must be given an orientation by their supervisor when starting at a venue.
Including noting-tripping hazards - platforms and stairs- emergency equipment – fall hazards
Ensure your workers have the appropriate Personal Protective Equipment (PPE) and that it is used properly, maintained, inspected regularly and replaced when necessary General Site Risk Assessment for Supervisors
Responsibility: Workers
Do not perform unsafe work.
Report health and safety hazards, concerns, or questions to your supervisor immediately
Follow established work procedures and act safely always
Use protective devices and equipment provided properly
Cooperate with WorkSafeBC as required
Report injuries immediately to your supervisor, and get treatment quickly, tell your care provider if the injury is work-related.
Please fill out this form - First Aid Record - for Small Stage Records
Follow advice of health care providers
Consider modified duties so that a gradual return to work can be initiated if needed
Never work impaired, this includes sleep deprived, or under the influence of drugs or alcohol.
2.5 DISCRIMINATION, BULLYING + HARASSMENT
Small Stage believes that everyone is entitled to a workplace that is free of discrimination, bullying, harassment and other inappropriate conduct. Small Stage does not discriminate on the basis of race, colour, ancestry, place of origin, religion, marital status, family status, physical or intellectual disability, sex, sexual orientation, or age.
Small Stage adheres to all applicable federal and provincial Human Rights legislation in all its activities.
RESPONSIBILITY
The Creative Producer is responsible for ensuring compliance with all policies below.
DEFINITIONS
Discrimination ~ Any unfavourable and/or unwelcome treatment of a person based on gender identity or expression, race, ethnicity, national origin, religion, marital or parental status, economic status, disability, sexual orientation, age or any other unlawful consideration that is protected by the BC Human Rights Code.
Discrimination may include the fostering of a poisoned work environment which is signified by repeated behaviours, comments, or broader systemic issues related to prohibited grounds of discrimination that have or could have a negative effect on individuals in the work environment.
Harassment + Bullying ~ Any unwanted, intimidating, abusive, offensive or degrading treatment of a person, which interferes with a person’s employment, performance, or learning, or creates an intimidating, hostile, or offensive working or educational environment
Sexual Harassment ~ Any unwelcome sexual advances, requests for sexual favours, and/or other verbal or physical conduct or communication constituting sexual harassment as defined and otherwise prohibited by provincial and federal law.
Any comments or conduct of a sexual nature in the workplace, or away from the workplace during or outside working hours if a connection to the employment relationship exists, may be unwelcome.
Examples of Bullying + Harassment
Some examples of bullying and harassment include, but are not limited to:
Unwelcome remarks, jokes, innuendos or taunting about a person.
Preventing a person from expressing him/herself: yelling, threatening, or constantly interrupting.
Making rude, degrading or offensive remarks
Discrediting a person by spreading rumours, ridiculing then, humiliating them, calling into question their convictions, private life
Name calling
Examples of Sexual Harassment
Some examples of sexual harassment include, but are not limited to:
Sexual Jokes
Unwanted physical contact
Unnecessary familiarity
Sexist or sexually suggestive comments or innuendos of a sexual nature
Leering, staring or making sexual gestures
Display of pornographic or sexual posters, screen-savers, cartoons,drawings, graffiti,magazines, calendars, T-shirts
Sexually explicit emails, text messages or letters
Intrusive questions or statements about a person’s private life
Giving gifts or leaving objects in the workplace that are sexually suggestive
Setting a sexual condition (e.g. demand for a date, request for sexual favour) either as a threat or as a promise of reward on any aspect of employment (e.g. being hired, staying on the job, career opportunities, training or promotion or other employment benefits)
Sexual assault
Examples of other Unacceptable behaviour
Some examples of behaviour that are not tolerated include, but are not limited to:
Wilful endangerment of health, safety or life of oneself or another,
Theft or destruction of property belonging to others or Small Stage,
Violations of our policies or procedures
Not following safe work instructions
Not following Occupational Health and Safety Regulations or laws as applicable,
Falsification of work-related documents (training, certifications, application, or contract as examples)
Leaving the job site without permission or job abandonment
Insubordination
Rendering safety systems (such as fall-protection, guards on machinery, personal protective equipment, safe work procedures, others) ineffective
Horseplay or practical jokes
Arriving at work inattentive, impaired, or otherwise unfit for work
Other behaviour as determined through investigation by supervisors or management.
Swearing
Smoking +/or Vaping on site or client property.
Consumption of Alcohol or Drugs
2.6 DISCIPLINARY POLICY + PROCEDURES
Small Stage will not tolerate discrimination, bullying and harassment in our workplace(s). We conduct ourselves in a manner that respects safety, creativity and artistic excellence.
Any violation of our code of conduct and healthy + respectful workplace policies is considered unacceptable behaviour may indicate a need for disciplinary action. Violations of a serious nature may result in immediate suspension or termination.
Small Stage Responsibilities
Ensuring all reports are treated equally and fairly while respecting confidence as much as able throughout the process – including the review of final reports,
Record the details related to reports/investigations, and maintain them securely,
Provide training for everyone regarding this policy and related procedures,
Investigate reports of bullying and/or harassment as above and determine which recommendations of a final report are implemented (including timelines),
Everyone's Responsibilities
Not engage in actions that may humiliate or intimidate another person,
Report incidents observed and provide evidence such as interview responses, documents, social media records, vandalised objects, others as requested,
Apply and comply with the policies and procedures on discrimination, bullying and harassment,
Receive training on this policy and related procedures which includes:
How to recognize bullying and harassment,
Responses to bullying and harassment.
Cooperate with the process and intent of these policies in good faith.
Ask questions if you are unsure about something,
Leave room for continuous improvement.
3.0 REPORTING PROCESS
Should any instances of workplace harassment, bullying, or discrimination take place, the following 3 steps suggest an orderly way to approach a resolution. Any legal or criminal reporting will be done as required of law under authorities and jurisdictions.
Step 1
Ask the person to stop. Let him/her know that the behaviour was inappropriate, that you found it hurtful or that you were made uncomfortable.
Step 2
If you are unable, or were unsuccessful in talking directly to the other person, an oral or written complaint of harassment, discrimination or sexual harassment should be submitted to either person below:
Creative Producer: Julie-anne Saroyan ~ ja@smallstage.ca
Board Chair: Tracy Stafford ~ tracyreneestafford@gmail.com
Complaints should be filed as soon as possible, be as detailed as possible (including dates, locations, copies of emails, texts, handwritten notes, photographs, and list any witnesses) and must reflect facts and cannot be false or defamatory in nature. There are no consequences for reporting in good faith an incident, or for participating in any investigation.
Step 3
A review process will be conducted and all parties will be interviewed by the creative producer +/or the Small Stage board. This may include a private and confidential meeting to be held to hear out the concern or complaint in full. Any one alleged in contravention of this policy will have the opportunity to respond in a similar meeting, as required.
A report will be prepared that will include a review of the evidence relating to each of the allegations. The investigation will result in a final report which outlines whether bullying and/or harassment occurred and may make recommendations as to corrective actions (such as discipline, training, reporting to other interested groups such as police, WorkSafeBC, unions etc.), as required by law.
Both parties to the complaint will receive a copy of the report and be invited to respond in writing.
As part of the complaints procedure, Small Stage will put in place parameters in order to ensure, whenever possible, confidentiality and privacy of information. However, the name of the complainant, circumstances of the complaint, investigation reports, witness statements, and other documents or information produced in accordance with this policy may be disclosed when it is necessary to handle the complaint, conduct the investigation, or impose disciplinary or administrative measures.
4.0 PERSONAL RIGHTS
Any allegation or complaint of discrimination, harassment or personal harassment will be considered personal information supplied in confidence for the purpose of Sections 22(2)(f) of the Freedom of Information and Privacy Act. This Section of the Act entitles a complainant to confidentiality of both their name and the substance of the complaint. The name of the complainant or the substance of the complaint will not be disclosed to any person except where disclosure is necessary for the proper investigation of the complaint.
This policy is in addition to and not in substitution for any rights an individual may have to pursue action, whether under collective agreements, policies including human rights legislation. In cases where a staff member elects to pursue external remedies, the Small Stage has the right to discontinue its investigation.
This policy is not intended to constrain legitimate work-related behaviours. (For example, a supervisor engaged in legitimate, non-harassing behaviour when attempting in good faith to address or correct misconduct or poor performance.) This policy is not intended to constrain normal social interaction or banter between people.
5.0 ACCOUNTABILITY
Management will make periodic reports to the Board and measures taken to implement the policy and its effectiveness. The Board will also be kept informed of any serious incidents, the action which has been taken, and the outcome
6.0 COMMUNICABLE DISEASE PLAN
This policy includes COVID-19 Protocol.
This communicable disease prevention plan has been developed because Small Stage recognizes the responsibility to promote the health and safety of our own workers, and others who are present at our worksite(s). This responsibility is stated in the Workers Compensation Act (WCA) section 21, the WCA also enables the Occupational Health and Safety Regulation (OHSR) which outlines further legal requirements. Please note that Small Stage is prepared to implement additional prevention measures as required by a medical health officer or the provincial health officer to deal with communicable diseases as instructed.
Communicable diseases are illnesses caused by an infectious agent or its toxins that occur through direct or indirect transmission from an infected individual. We are most concerned about those that circulate in the community from time to time because of our interaction with each other, and the public. Some examples of communicable diseases are COVID-19, norovirus,Hepatitis B & C, and influenza.
Small Stage is taking the following general measures to reduce risks to workers related to communicable diseases:
We will continue to inform workers and others who attend our site and consult with the Worker Safety Representative or Joint Health and Safety Committee, about known communicable diseases and efforts to prevent their presence and transmission.
We provide support to workers who have symptoms consistent with a communicable disease, through programs such as: work from home opportunities, access to sick leave (paid or unpaid).
We ensure, to the best of our ability, that workers with symptoms consistent with a communicable disease are not present at the worksite.
We provide hand-hygiene facilities that are kept clean, are readily available and are maintained – furthermore, we promote appropriate personal hygiene practices.
We maintain a clean environment through regular general, and spot cleaning that is appropriate for our activities and undertaken specifically to prevent communicable disease spread.
While being sensitive to privacy concerns, individual choice, and/or ability to receive a vaccination for various vaccine-preventable illnesses, Small Stage will support those who wish to receive them and those who do not. However, we require that all our workers be fully vaccinated in order to ensure that we can provide the safest possible working environment.
We commit to monitoring information from the Public Health Officer, BC Centre for Disease Control and/or our health region for new or emerging communicable diseases of concern. Specifically, we will rely on their guidance, notices or orders and what steps are to be taken and as much as possible, be ready to implement or maintain measures as advised or directed by public health or WorkSafeBC.
7.0 SITE ORIENTATION + Site Agreement
WELCOME TO SMALL STAGE!
We are really happy to host you on our site. Health and Safety is a huge value for us and we want everyone to have a happy and joyful time.
Please take a moment to read the things below. If you have any questions or concerns, please ask and we will be able to clarify.
Everyone agrees to comply with the Society’s Code of Conduct, Bullying, and Harassment Policy. This policy can be found on our website.
Everyone agrees to participate in publicity initiatives, this includes posting on your own social media platforms to cross-promote.
Everyone agrees to be recorded in both video and photos. This includes recordings or documentation of the rehearsals, performances or live-streamed events. The videos or photos may be used on Small Stage’s website, social media, or used for other promotional purposes.
Small Stage will use every effort to credit each artist with full names (or social media tags).
The Society warrants that they are NOT responsible for any misuse of digital material by a third party.
The Society takes health and safety seriously. The society holds $5 million in Liability Insurance, and keeps up to date on our WorkSafeBC (Workers' Compensation).
Healthy + Respectful On-Site Policies
The right to know about hazards (things that may hurt you) and what we are doing to eliminate or control them.
The right to participate in your own safety by receiving information, instruction, training, supervision and if necessary, discipline for not following our safety protocols or meeting your responsibilities as outlined below.
The right to refuse work that is likely to hurt/ injure yourself or others.
You are always welcome to ask questions related to instruction and if possible, demonstration of your tasks or processes.
Take advantage of rehearsals, tech checks, safety talks and other opportunities to ask questions related to your role and safety protocol.
Worker Responsibilities
Take care to protect your own and others’ health and safety.
Comply with legal obligations of working in BC – Workers Compensation Act, and Occupational Health and Safety Regulation.
Work according to safe procedures, protocols, and policies, including the use of protective equipment, devices, and clothing.
Not engage in horseplay or conduct that may endanger others.
Ensure you are fit for work, i.e. not impaired by fatigue, or other reasons.
Report unsafe conditions such as defects in equipment (including personal protective equipment) or other things that are likely to endanger others to your supervisor or health and safety representative.
Cooperate with your supervisor, health and safety representatives, and WorkSafeBC if they attend your worksite.
DISCRIMINATION, BULLYING AND HARASSMENT~ is not tolerated here. Discriminatory behaviour is not tolerated at Small Stage. We recognize early signs of bullying and harassment and take action against this behaviour. We are hyper sensitive, due to past trauma, and do not tolerate “gaslighting behaviour”.
HAZARDS~ Some hazards you may be exposed to, and our control processes include: low lighting levels, uneven surfaces, weather and audience/public reactions.
IN CASE OF AN EMERGENCY ~ report it, get to a safe spot, or muster point, await further instruction from Stage Management, Fire Department or other authority.
ADDITIONAL Safety References
Working In Extreme Hot Temperature Conditions
Working In Extreme Cold Weather Conditions
Fall Protection - Working at Heights
8.0 SITE CHECKLIST
See checklist part the on- site orientation agreement with all our on-site artists and crew.