Lighthouse Festival Policies

LIGHTHOUSE FESTIVAL THEATRE CORPORATION shall be responsible to provide all employees with training on general workplace security including issues related to violence & harassment. This training will be given as part of the employee’s initial orientation program & reviewed subsequently on an annual basis.

LIGHTHOUSE FESTIVAL THEATRE CORPORATION will conduct a risk assessment of the work environment to identify potential risks that could affect the organization and the health and safety of employees and will institute measures to eliminate or control any identified risks to employee safety.

The following factors will be considered during the assessment:

• Past incidents of violence;
• Violence that is known to occur in similar workplaces;
• The circumstances in which work takes place, including the type of work and conditions of work;
• The interactions that occur in the course of performing work; and
• The physical location and layout of the workplace.

The risk assessment may include reviews of records, security reports, employee incident reports, staff perception surveys, health and safety inspection reports, first aid records, or other related records. Areas that will be considered and may contribute to risk of violence include but are not limited to contact with the public, exchange of money, receiving doors, and working alone or at night.

The company will provide the workers at the workplace with a written copy of the assessment and advise of the results.

The company will disclose information to workers who are likely to encounter a known person with a history of violence in the performance of their job duties, or if there is a potential risk of workplace violence as a result of interactions with the person with a history of violence. However, the company will only disclose personal information that is deemed reasonably necessary to protect the worker from physical harm.

Measures will be implemented to eliminate or reduce the identified risks of workplace violence:

• Example: Notifications of individuals who have been restricted from company property are kept in an alert binder. Relevant staff will be informed of new alerts as they occur.

An employee who believes they have been subject to violence or harassment should submit a complaint to their supervisor.

The complaint should be made as soon as possible following the incident and must include the following information:

• The date and time of the incident;
• The name of any persons involved in the incident;
• The name of any persons who witnessed the incident; and
• A thorough description of what occurred.

An employee who believes they have been subject to harassment may also choose to confront the harasser without filing a formal complaint. They can confront the harasser directly or through writing, detailing the unwelcome behaviour and requesting it to stop.

If the alleged harasser is the employee’s manager, or in a position of power, the complainant is welcome to file a complaint with Human Resources or Chair of the Board (chair@lighthousetheatre.com)

The following measures and procedures should be followed when an incident of violence has occurred or is likely to occur and immediate assistance is required:

• Place an immediate call to emergency services by dialing 911.
• Inform your supervisor and anyone other coworker in the building.

Once a complaint has been received, LIGHTHOUSE FESTIVAL THEATRE CORPORATION will complete a thorough investigation. The organization will ensure that, where practicable, the investigation is completed within 90 days of the complaint being filed.

The investigation will include:

• Informing the respondent of the complaint;
• Interviewing the complainant and any persons involved in the incident;
• Identifying and interviewing any witnesses; and
• Obtaining statements from all parties involved.

All of the above information will be documented and used to determine whether an incident of violence or harassment occurred. If necessary, LIGHTHOUSE FESTIVAL THEATRE CORPORATION may employ outside assistance or request the use of legal counsel.

A copy of the complaint, detailing the complainant’s allegations will be provided to the respondent, who will be invited to reply in writing to the complainant’s allegations. The reply will be made known to the complainant before the case proceeds.

The company will take all measures to prevent any disclosure of the incident and the identities of the parties involved, unless the disclosure is necessary for the investigation, for taking corrective action or required by law.

Results of Investigation

Upon completion of an investigation, LIGHTHOUSE FESTIVAL THEATRE CORPORATION will provide both the complainant and respondent a written summary of the findings of the investigation and any corrective action that has been or will be taken as a result of the investigation. This written notification will be provided within (insert timeframe) of the investigation being completed, and will not include the investigation report unless required by law.

Control Measures

Where LIGHTHOUSE FESTIVAL THEATRE CORPORATION determines that violence or harassment has occurred, control measures will be implemented to eliminate or control the risk of violence or harassment to a worker as a result of the investigation. These control measures will be determined on a case-by-case basis, depending on the situation investigated. Any control measure enacted will be communicated to the complainant and respondent, as well as any other employees the measure effects.

If LIGHTHOUSE FESTIVAL THEATRE CORPORATION becomes aware that domestic violence is likely to expose an employee to physical injury in the workplace, the company will take every precaution reasonable in the circumstances for the protection of the worker. When an instance of domestic violence may potentially involve the workplace, employees must immediately inform the Executive Director including particulars as well as the name & description of the individual(s) of concern. When an employee has signed a restraining order against an individual due to a potential act of violence including provisions against approaching them at work, a copy of the signed order must immediately be given to the Executive Director who shall provide copies to the local police.

The company will provide appropriate assistance to any employee who is a victim of violence or harassment. LIGHTHOUSE FESTIVAL THEATRE CORPORATION recommends that a worker who has been harmed as a result of an incident of violence at the workplace consult their health care provider for treatment or referral for post-incident counselling, if appropriate.

Human Resources will keep a list of resources for staff to access for victim services.

Employees have the right to refuse work if they have a reason to believe that workplace violence is likely to endanger them. Upon refusing to work, the employee must report the circumstance of the refusal to their manager. An investigation will follow in the presence of the worker safety and health representative).

It is a violation of this policy for anyone to knowingly make a false complaint, or to provide false information about a complaint. Unfounded or frivolous allegations may cause both the respondent and the company significant damage. Any employee who knowingly makes a false allegation related to violence or harassment will be subject to immediate disciplinary action, up to and including termination of employment.

LIGHTHOUSE FESTIVAL THEATRE CORPORATION will ensure that appropriate records of complaints and investigations relating to incidents of violence and workplace harassment are kept, including:

• A copy of the complaint or details about the incident;
• Any records related to the investigation, including notes;
• A copy of the investigation report (if applicable);
• A summary of the investigation results, including the reports provided to the complainant and respondent; and
• A copy of any corrective action taken to address the complaint or incident.

LIGHTHOUSE FESTIVAL THEATRE CORPORATION will not disclose the name of a complainant or a respondent or the circumstances related to the complaint to any person except where disclosure is necessary to investigate the complaint or take corrective action with respect to the complaint, or required by law. The company will only disclose the minimum amount of personal information or details necessary for these purposes.

All records of harassment, and subsequent investigations, are considered confidential and will not be disclosed to anyone except to the extent required by law. The company will do everything reasonably possible to protect the privacy of any individuals involved and to ensure that complainants and respondents are treated fairly and respectfully.