SALTBOX THEATE COLLECTIVE
POLICIES AND PROCEDURES

Updated 04.30.18

Code of Conduct/Privacy Policy

Contractor shall not consume or arrive at work under the influence of alcohol, any illicit drug, or any medication that may negatively impact his/her performance.

• While at work, contractors shall not appear in inappropriate or unsuitable clothing in any area of the theatre where the public is present.

• Contractor should not use, in a nonperformance situation, any language or physical threat that is inappropriate or offensive to the public or fellow contractors.

• All items produced by the organization, including, but not limited to, mailing lists, costumes, furniture, props, scenery, lighting equipment, production photos, data bases, statistics, and surveys, shall not be removed from Saltbox Theatre Collective facilities without management approval.

• Contractors are to behave in a professional manner within and outside of work hours and within and outside the facilities. This includes: -You are a professional and you are expected to behave as a professional at the theatre and any other times when you are representing or conducting business on behalf of the theatre. -Keep in mind that your words and actions, including communication on social media sites, can be detrimental to our theatre, its donors, sponsors, subscribers, and patrons. -Do not use any language or physical threat that is inappropriate or offensive to the public or fellow contractors.

• Contractors need to maintain proper hygiene at all times

If Management determines that there are any issues that they alone deem unacceptable, Management will notify you immediately that this contract is null and void. Your behavior is a direct reflection of Saltbox Theatre Collective. We have worked very hard to ensure the integrity of the organization and expect all contractors to do the same. Contractors may be immediately released from employment for failure to comply with any of the above.


Anti-Discrimination and Anti-Harassment Policy

Saltbox Theatre Collective is committed to providing an environment that is free of unlawful discrimination, including harassment, on the basis of legally-protected status. As a result, we maintain a strict policy prohibiting discrimination, sexual harassment, and harassment based on race, color, religion, creed, national origin or ancestry, pregnancy (including childbirth, lactation, or related medical conditions), sex/gender, age (as defined under applicable law), physical, mental or visual disability, marital status, veteran status, military service, genetic information (including characteristics and testing), sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local law.

Our anti-harassment policy applies to all persons involved in our operations and prohibits harassing conduct by any contractor or agent of Saltbox Theatre Collective, including non-supervisory contractors, supervisors, and managers.

This policy also protects contractors from prohibited harassment by third parties, such as patrons, contractors, vendors, or temporary or seasonal workers. Sexual Harassment Sexual harassment is defined to include unwelcome sexual advances, requests for sexual favors, and other verbal, physical, or visual conduct of a sexual nature when one of the following occurs:

 -Submission to such conduct becomes an implicit or explicit term or condition of employment.

 -Submission to, or rejection of the conduct is used as a basis for any employment decisions affecting the individual.

-The conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.

Sexual harassment also includes unwanted sexual advances or visual, verbal, or physical conduct of a sexual nature. The following is a partial list of the many forms of offensive behavior:

-Unwanted sexual advances or propositions.

-Offering employment benefits in exchange for sexual favors.

-Making or threatening reprisals after a negative response to sexual advances.

-Leering, making sexual gestures, displaying of sexually suggestive objects or pictures, cartoons, posters, websites, emails, or text messages.

- All sexual harassment is prohibited, regardless of the location where it occurs; this includes on-site, at social events, business trips, training sessions, or sponsored conferences.

-Verbal and written conduct, including making or using derogatory comments, epithets, slurs, sexually explicit jokes, emails, letters, or comments about an contractor’s body or dress.

-Verbal abuse of a sexual nature, including graphic verbal commentary about an individual’s body, using sexually degrading words to describe an individual, or writing suggestive or obscene letters, notes, or invitations.

-Physical conduct including assault, impeding, or blocking movements.

-Retaliation for making reports or threatening to report sexual harassment.

Other Types of Harassment Other prohibited workplace harassment includes verbal or physical conduct that insults or shows hostility or aversion toward individuals because of their race, color, religion, creed, national origin or ancestry, pregnancy (including childbirth, lactation, or related medical conditions), sex/gender, age (as defined under applicable law), physical, mental or visual disability, marital status, veteran status, military service, genetic information (including characteristics and testing), sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local law and that:

-Contributes to or has the effect of creating an intimidating, hostile, or offensive working environment.

 -Unreasonably interferes with an individual’s work performance.

-Otherwise adversely affects an individual’s employment opportunities.

Examples of prohibited harassment include, but are not limited to:

-Verbal conduct, including threats, epithets, derogatory comments, or slurs.

-Visual conduct including derogatory posters, photography, cartoons, drawings, e-mails, websites, gestures, social media posts, or graffiti. 

-Retaliation for making harassment reports or threatening to report harassment.

Cultural Equity Within the Arts:

Cultural Equity is defined by Americans for the Arts as the embodiment of “the values, policies, and practices that ensure that all people—including but not limited to those who have been historically underrepresented based on race/ethnicity, age, disability, sexual orientation, gender, gender identity, socioeconomic status, geography, citizenship status, or religion—are represented in the development of arts policy, the support of artists, the nurturing of accessible, thriving venues for expression, and the fair distribution of programmatic, financial, and informational resources.”

Saltbox Theatre Collective believes that equity within the arts is vital to the integrity of what we set out to accomplish during every show cycle. Achieving cultural equity is an ever-changing process that requires constant work, and we continually pursue the cultivation and maintenance of an equal, democratic society. Cultural consciousness, respect, and celebration are the keystones to driving forward into equity, and the focus on allowing these underrepresented groups the means they require to enjoy the arts is a primary goal for Saltbox Theatre Collective.


Complaint Procedure

It is the responsibility of all contractors, clients, vendors, and any other persons who come in contact with the workplace to promote and maintain Saltbox Theatre Collective’s goal of a workplace free of discrimination or harassment and to report any violations.

Any contractor who believes that he or she has been harassed, discriminated against, or subject to retaliation in violation of the foregoing policies, or who is aware of such harassment, discrimination of, or retaliation against others, should immediately provide a written or verbal report to the stage management, the Artistic Director, or any member of the board of directors to report such incidents.  

Stage management, the Artistic Director, or any member of the board of directors, supervisors and managers are required to report suspected violations of the Code of Conduct to the Organization’s Compliance Officer, who has specific and exclusive responsibilities to investigate all reported violations. For suspected fraud, or when you are not satisfied or uncomfortable with following the Organization’s open door policy, individuals should contact the Organization’s Compliance Officer directly.

Email the Compliance Officer at complianceofficer@saltboxtheatre.org or Mail to the “Compliance Officer” or the compliance officer’s specific name as listed on website under Saltbox Theatre Collective Board Members - directly at Saltbox Theatre Collective, 8452 N. Harding Avenue, Skokie, IL 60076.

The Organization’s Compliance Officer is responsible for investigating and resolving all reported complaints and allegations concerning violations of the Code and, at his discretion, shall advise the board of directors. The Compliance Officer has direct access to the Board of Directors and is required to report to them at least annually on compliance activity.

 After a report is received, to the compliance officer a thorough and objective investigation will be undertaken. The investigation will be completed, and a determination will be made and communicated to the contractor as soon as practical.

To the extent possible, confidential information, including the identity of the contractor reporting the concern, and that of any witness and the alleged harasser, will be protected against unnecessary disclosure. If Saltbox Theatre Collective determines that this policy has been violated, remedial action will be taken to deter any future harassment, discrimination, or retaliation. If a complaint of prohibited harassment, discrimination, or retaliation is substantiated, appropriate disciplinary action, up to and including termination of employment, may be taken.


Protection Against Retaliation

Retaliation is prohibited against any person by another contractor or by Saltbox Theatre Collective for using this complaint procedure, reporting proscribed harassment, or for filing, testifying, assisting, or participating in any manner in any investigation, proceeding, or hearing conducted by a governmental enforcement agency.

Prohibited retaliation includes, but is not limited to, termination, demotion, suspension, failure to hire or consider for hire, failure to give equal consideration in making employment decisions, failure to make employment recommendations impartially, adversely affecting working conditions, or otherwise denying any employment benefit.

An contractor should report any retaliation prohibited by this policy to his or her supervisor, to the Artistic Director or to any management team member. Any report of retaliatory conduct will be investigated in a thorough and objective manner. If a report of retaliation is substantiated, appropriate disciplinary action, up to and including termination of employment, may be taken.


Whistleblower Policy

Saltbox Theatre Collective (“CPI”) Code of Ethics and Conduct (“Code”) requires directors, officers, and contractors to observe high standards of business and personal ethics in the conduct of their duties and responsibilities. As contractors and representatives of the Organization, we must practice honesty and integrity in fulfilling our responsibilities and comply with all applicable laws and regulations.

Reporting Responsibility

It is the responsibility of all directors, officers, and contractors to comply with the Code and to report violations or suspected violations in accordance with this Whistleblower Policy

No Retaliation

No director, officer, or contractor who in good faith reports a violation of the Code shall suffer harassment, retaliation, or adverse employment consequence. An contractor who retaliates against someone who has reported a violation in good faith is subject to discipline up to and including termination of employment.

This Whistleblower Policy is intended to encourage and enable contractors and others to raise serious concerns within the Organization prior to seeking resolution outside the Organization.

Reporting Violations

The Code addresses the Organization’s open door policy and suggests that contractors share their questions, concerns, suggestions, or complaints with someone who can address them properly. In most cases, an contractor’s supervisor is in the best position to address an area of concern.

However, if you are not comfortable speaking with your supervisor, or you are not satisfied with your supervisor’s response, you are encouraged to speak to someone in management with whom you are comfortable approaching.

Stage management, the Artistic Director, or any member of the board of directors, supervisors and managers are required to report suspected violations of the Code of Conduct to the Organization’s Compliance Officer, who has specific and exclusive responsibilities to investigate all reported violations. For suspected fraud, or when you are not satisfied or uncomfortable with following the Organization’s open door policy, individuals should contact the Organization’s Compliance Officer directly.

Compliance Officer

The Organization’s Compliance Officer is responsible for investigating and resolving all reported complaints and allegations concerning violations of the Code and, at his discretion, shall advise the board of directors. The Compliance Officer has direct access to the Board of Directors and is required to report to them at least annually on compliance activity.

Accounting and Auditing Matters

The Executive Officers of the Board of Directors shall address all reported concerns or complaints regarding corporate accounting practices, internal controls, or auditing. The Compliance Officer shall immediately notify the Executive Officers of any such complaint and work with the committee until the matter is resolved.

Acting in Good Faith

Anyone filing a complaint concerning a violation or suspected violation of the Code must be acting in good faith and have reasonable grounds for believing the information disclosed indicates a violation of the Code. Any allegations that prove not to be substantiated and which prove to have been made maliciously or knowingly to be false will be viewed as a serious disciplinary offense.

Confidentiality

Violations or suspected violations may be submitted on a confidential basis by the complainant or may be submitted anonymously. Reports of violations or suspected violations will be kept confidential to the extent possible, consistent with the need to conduct an adequate investigation.

Handling of Reported Violations

The Compliance Officer will notify the sender and acknowledge receipt of the reported violation or suspected violations within five business days. All reports will be promptly investigated and appropriate corrective action will be taken if warranted by the investigation.