INVERSION ENSEMBLE, INC. ANTI-HARASSMENT POLICY

The objective of Inversion Ensemble, Inc is to offer performance, production, and composition opportunities, based upon ability and performance in a productive climate, free of discrimination and to provide a workplace in which all participants are treated with dignity and respect. Therefore, it is the policy of Inversion Ensemble, Inc. that any person associated with Inversion Ensemble, Inc. shall not harass another volunteer, paid performer, staff member, or composer or member of the public.

Harassment

Harassment includes racial or ethnic slurs and other verbal, visual or physical abuse relating to a person’s race, age, religion, color, national origin, ancestry, sex, physical or mental handicap or medical condition. Harassment also includes any other behavior that interferes with an individual’s work performance or creates an intimidating, hostile, or offensive working environment.

Harassment of any kind of a participant (paid or unpaid) will not be tolerated. Any participant experiencing or witnessing such harassment shall report such instances immediately to the Board of Directors. Noncompliance with this policy by any Inversion volunteer or paid participant may result in corrective or disciplinary action, including termination.

Sexual Harassment

It is the policy of Inversion Ensemble, Inc. to provide a work environment for its employees and volunteers that is free from discrimination and intimidation. Inversion Ensemble, Inc. will not tolerate any form of sexual harassment. Prompt disciplinary action will be taken against anyone associated with Inversion who commits or participates in any form of sexual harassment.

Sexual harassment is defined as unwanted, unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, which has the effect of creating an offensive, intimidating, degrading or hostile environment, or adversely interferes or affects an employee’s or vouneteer’s volunteer’s work performance, or is made either implicitly or explicitly a term or condition of an individual’s employment, or when submission or when submission or rejection of such conduct is used as the basis for employment decision of the individual.

Though sexual harassment encompasses a wide range of conduct, some examples of specifically prohibited conduct include the following:

  • Physical assaults of a sexual nature, such as rape, sexual battery, molestation or attempts to commit these assaults, and intentional physical conduct that is sexual in nature, such as touching, pinching, patting, grabbing, brushing against another employee's body or poking another employee's body.

  • Unwelcome sexual advances, propositions or other sexual comments, such as sexually oriented gestures, noises, remarks, jokes or comments about a person's sexuality or sexual experience.

  • Preferential treatment or promises of preferential treatment to an employee for submitting to sexual conduct, including soliciting or attempting to solicit any employee to engage in sexual activity for compensation or reward.

  • Subjecting, or threats of subjecting, an employee to unwelcome sexual attention or conduct or intentionally making performance of the employee's job more difficult because of that employee's sex.

  • Sexual or discriminatory displays or publications anywhere in Inversion Ensemble, Inc’s workplace by the Inversion Ensemble, Inc employees and/or volunteers.

  • Retaliation for sexual harassment complaints.

No one associated with Inversion Ensemble, Inc. shall be subjected to any form of intimidation or threat of retaliation for exercising their rights under the law or these policies.

Repeated incidents or an aggregation of incidents can constitute sexual harassment even if one incident considered on its own would not be harassing.

If an employee or volunteer believes that he or she has been subject to sexual harassment or any unwelcome sexual attention, he or she may address the situation directly and immediately to the harasser, if possible. If the inappropriate conduct does not cease, or if the employee is unable to or uncomfortable with addressing the alleged harasser directly, he or she should report the incident to the Board of Directors.

It is important to report any and all concerns of sexual harassment or inappropriate sexual conduct as soon as possible. The Inversion Board must be made aware of the situation so that it can conduct an immediate and impartial investigation and take appropriate action to remediate or prevent the prohibited conduct from continuing.

Those in leadership roles must deal expeditiously and fairly with allegations of sexual harassment whether or not there has been a written or formal complaint. They must:

  • Take all complaints or concerns of alleged or possible harassment or discrimination seriously no matter how minor it is perceived to be or who is involved.

  • Ensure that harassment or inappropriate sexually oriented conduct is immediately reported so that a prompt investigation can occur.

  • Take any appropriate action to prevent retaliation or prohibited conduct from recurring during and after any investigations or complaints.

Leaders who knowingly allow or tolerate sexual harassment or retaliation, including the failure to immediately report such misconduct, are in violation of this policy and will be subject to discipline.

Complaint Resolution Procedures

Individuals should report complaints of conduct believed to violate Inversion Ensemble, Inc's sexual harassment policy according to the policy's complaint procedures. To initiate a formal investigation into an alleged violation of this policy, employees or volunteers may be asked to provide a written statement about the alleged misconduct to the Board of Directors. Complaints should be submitted to board@inversionatx.org as soon as possible after an incident has occurred.

To ensure the prompt and thorough investigation of a sexual harassment complaint, the complainant should provide as much of the following information as is possible:

  • The name and position of the person or persons allegedly causing the harassment.

  • A description of the incident(s), including the date(s), location(s) and the presence of any witnesses.

  • The effect of the incident(s) on the complainant's ability to perform his or her job, or on other terms or conditions of his/her/their employment or participation in Inversion projects.

  • The names of other individuals who might have been subject to the same or similar harassment.

  • What, if any, steps the complainant has taken to try to stop the harassment.

  • Any other information the complainant believes to be relevant to the harassment complaint.

Discipline

Those who violate this policy are subject to appropriate discipline. If an investigation results in a finding that this policy has been violated, the mandatory minimum discipline is a written reprimand. The discipline for very serious or repeat violations is termination of employment or involvement.. Persons who violate this policy may also be subject to civil damages or criminal penalties.

Confidentiality

All inquiries, complaints and investigations are treated confidentially. Information is revealed strictly on a need-to- know basis. Information contained in a formal complaint is kept as confidential as possible. However, the identity of the complainant is usually revealed to the respondent and witnesses. The Board takes adequate steps to ensure that the complainant is protected from retaliation during the period of the investigation. All information pertaining to a sexual harassment complaint or investigation is maintained by a designated Board lead in secure files. The Board lead can answer any questions relating to the procedures for handling information related to sexual harassment complaints and investigations to complainants and respondents.

Other Available Procedures

The remedies under this policy do not preempt or supersede any legal procedures or remedies otherwise available to a victim of sexual harassment under local, state or federal law.

Content provided by the U.S. Equal Employment Opportunity Commission (www.eeoc.gov), and the Society of Human Resource Management (www.shrm.org).