Policy Against Harassment and Violence in the Workplace

The Vancouver West Side Theatre Society (VWSTS), through its operation of the Norman & Annette Rothstein Theatre (NRT) and the Chutzpah! Festival (Chutzpah!), abides by the Jewish Community Centre of Greater Vancouver’s (JCC) Workplace Discrimination, Bullying, and Harassment Policy. In addition, should something not be addressed below, please refer to the British Columbia Employment Standards Act and the Occupational Health and Safety Regulation. 

All employees, contractors and volunteers at the VWSTS are entitled to be treated with dignity and respect, and to be provided a harassment, violence, and discrimination-free work environment. This Policy applies to all employees, technicians, contractors, artists, and renters while in the workplace, at the NRT, at external events, or during any work supporting the NRT or Chutzpah!. The VWSTS will treat any form of harassment seriously, irrespective of the alleged harasser’s organizational position or status outside the company. False allegations are also serious and subject to disciplinary action, up to and including termination.

This Policy recognizes that reasonable actions taken by management relating to the direction of employees are understood to be part of a normal work function and therefore not harassment. Examples can include job assessment and evaluation, and progressive discipline.

Responsibilities of Management:

- Establish and maintain an environment free of violence, harassment, and sexual harassment;
- Provide employees, technicians, contractors, artists, and renters with information and instruction regarding the workplace policy and program, including appropriate steps to be taken and investigation procedures into allegations;
- Take every reasonable precaution for the protection of the employees;
- Model behaviour that helps support a positive work environment;
- Respond appropriately to complaints brought to the organization’s attention;
- Document information, while respecting confidentiality and sensitivity;
- Conduct a risk assessment or investigation into any allegations; and,
- Act if witnessing harassment, violence, discrimination, or elements of a poisoned work environment.

Responsibilities of Employees, Technicians, and Contractors:

- Avoid any behaviour or conduct that could be interpreted as bullying or harassment of other staff, supervisors, the employer, renters, participants, volunteers, visitors, audiences, or any person acting on behalf of the VWSTS, and therefore a violation of this Policy;
- Maintain a work environment free from bullying, violence, harassment, or discrimination;
- Immediately report any bullying, violence, harassment, or discrimination; and
- Co-operate with managers, authorities, and/or investigators.

Procedure for Making a Complaint:

The VWSTS will immediately investigate any complaints, working alongside the HR team from the Jewish Community Centre of Greater Vancouver (JCC). Harassment complaints should be directed to management. Should someone feel uncomfortable speaking to management, they may approach the JCC’s management, HR team, or the Board President.

If an individual believes they are being harassed, or has witnessed/experienced conduct they believe to be violent, they should take one of the following steps:

1. If they are comfortable doing so, the individual should tell the person engaging in unwelcome behaviour to stop. The individual should submit a “Bullying/Harassment Complaint Form” as a record of the incident, including the steps taken to stop the behaviour, and immediately provide a copy of that record to management, who will investigate.
2. If the individual prefers, they can discuss the incident immediately with management. The individual should submit a “Bullying/Harassment Complaint Form” as a record of the incident, including dates, times, steps taken to stop the behaviour, and provide a copy of that record to management, who will investigate with the JCC HR team.

If at any point the individual believes that the situation could lead to immediate danger, they must call 911 and request assistance from the Police. Individuals are not to place themselves in dangerous situations.

Any person who makes threats, exhibits threatening behaviour, or engages in violent acts against employees, volunteers, visitors, audiences, or other individuals while in the VWSTS’ workplace shall be removed from the premises and shall be prohibited from entry pending the outcome of an investigation.

Investigation Process:

The VWSTS will promptly conduct a fair and appropriate investigation into each incident or allegation that is brought forward. Investigations will be carried out according to the following:

- All those directly involved, as well as witnesses, will be spoken to within 7 days of the incident by Management and the JCC HR team, along with others as necessary;
- Management will create written documentation during each interview, reviewed by those being interviewed, and signed for accuracy;
- Records or documentation relevant to the incident (including work schedules, complaints and observation notes, and any related pictures) will be reviewed by management;
- All relevant VWSTS and JCC policies and procedures will be reviewed;
- A final summary of the investigation will be prepared; and
- The allegedly and/or actually harassed individual, and the alleged and/or actual harasser will be informed separately in writing of the results of the investigation and any corrective action taken as a result of the findings of the investigation.

Appeal Process:

The JCC allows for either party, if they are not satisfied with the decision or the investigation process, to forward the complaint or concerns to the Board of Directors. Both parties will have the opportunity to suggest at least one person to help form a three-person panel appointed by the Board to investigate. This panel will resolve the matter within 60 days of appointment, and will have the right to:

- Dismiss the complaint;
- Determine the appropriate level of discipline to be applied to the offender where the offence has been determined; and
- Make any further order as is necessary to provide a final and conclusive settlement of the complaint.

Confidentiality:

As all allegations are taken seriously, so is the need for all individuals to feel safe and secure. Concerns will be handled as discreetly and sensitively as possible. The VWSTS will do everything in its power to keep confidential any identifying information about individuals involved unless disclosure is necessary for the purposes of investigating or taking corrective action, or as otherwise required by law.

Retaliation:

This policy prohibits retaliation or reprisals against an employee who brought forward or provided information regarding a concern. Any person who commits or threatens reprisal against the VWSTS representative may be subject to progressive discipline, up to and including termination of employment or contract.

Definitions:

Discrimination - The BC Human Rights Code prohibits discrimination in employment based on: race, colour, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, sex, sexual orientation, age, or because that person has been convicted of a criminal or summary conviction offence that is unrelated to the employment of that person (“protected grounds”). “Discrimination” takes place when any person is denied opportunities for hiring, training, promotion or benefits for reasons related to the above grounds and unrelated to ability or performance. Discrimination that is not based on protected grounds is prohibited under the Anti-Bullying legislation.

Bullying and Harassment - “Bullying and harassment” is defined in B.C.’s Anti-Bullying legislation and “(a) includes any inappropriate conduct or comment by a person towards a worker that the person knew or reasonably ought to have known would cause that worker to be humiliated or intimidated, but (b) excludes any reasonable action taken by an employer or supervisor relating to the management and direction of workers or the place of employment.”

Bullying and harassment may consist of a single incident or several incidents over a period of time. Examples of conduct or comments that might constitute bullying and harassment include verbal aggression or insults, calling someone derogatory names, harmful hazing or initiation practices, vandalizing personal belongings and spreading malicious rumours. 

Mutually acceptable social interaction is not workplace bullying or harassment.

Retaliation - “Retaliation” is any adverse action taken against an individual for:

- Invoking this policy in good faith, whether on behalf of oneself or another individual;
- Participating or cooperating in any investigation under this policy, or
- Associating with a person who has invoked this policy or participated in these procedures.

Malicious Complaints - A “malicious complaint” occurs when a person has made a complaint of discrimination, bullying or harassment that they know to be untrue. Submitting a complaint in good faith (e.g. where the complaint is based on a mistake, a misunderstanding, or a misinterpretation, or where the complaint cannot be proven) does not constitute a malicious complaint.

Complainant - A person who allegedly experienced the bullying, violence, harassment, or discrimination.

Respondent - A person who allegedly engaged in the prohibited conduct or behaviour.

Workplace Harassment - Engaging in a course of vexatious comment or conduct against an employee in a workplace that is known or ought reasonably to be known to be unwelcome.

Workplace harassment can take on the form of, but not limited to:

- Differential treatment of employees or colleagues;
- Verbal abuse or threats;
- Physical and/or sexual assault;
- Unwelcome remarks, jokes, innuendoes, or taunting for any reason, including about a person's body, attire, age, marital / family status, ethnic / place of origin, religion, sexual orientation, gender identity/gender expression, disability, ancestry, citizenship, creed, sex, record of offences, etc.;
- Demeaning language based on gender or sexual preference;
- Graphic comments about an individual's body;
- Display of sexually suggestive objects and/or pictures, or pornographic, racist, or other offensive or derogatory pictures or materials in the workplace;
- Practical or "dirty" jokes which cause awkwardness or embarrassment;
- Unwelcome or unwanted sexual advances, including but not limited to patting, pinching, brushing up against, hugging, kissing, fondling, or any other unacceptable physical contact/written solicitation;
- Stalking, leering, staring or gestures; and/or
- Condescension, intimidation or paternalism which undermines self-respect.

Workplace or Cyber Bullying - The intentional use of aggressive or unreasonable behaviour or comments to hurt or isolate an employee. Bullying is defined as targeted behaviour with the objective to disempower.

Bullying that takes place using electronic technology, including devices and equipment like cell phones, computers and tablets, as well as communication tools including social media sites, text messages, chat and websites.

Bullying can take many forms, from overt behaviours such as yelling, rudeness and physical intimidation to subtle forms such as ignoring someone and/or excluding them from social situations and meetings.

Workplace Violence - The exercise of physical force or attempt to exercise physical force by a person against an employee, in a workplace, that causes or could cause physical injury to the employee; and/or

A statement or behaviour that is reasonable for an employee to interpret as a threat to exercise physical force against the employee, in a workplace, that could cause physical injury to the employee.

Workplace violence can be perpetuated by, but are not limited to:

- A stranger, such as an audience member, who enters the place of work;
- A guest, such as a donor or friend/family of an employee; and
- A colleague, which can include those who are current, former or even prospective, and may occur at or outside of work.

Workplace violence can include, but is not limited to:

- Harming, bullying or threatening to harm any employee or member of the public (e.g., audience member, customer, friend or family member of an employee visiting the workplace, volunteer, etc.);
- Damaging or threatening to damage the property of the VWSTS or any employee or member of the public (e.g., an audience member, a customer, a friend or family member of an employee who is visiting the workplace, a volunteer, etc.);
- Possessing a dangerous weapon or incendiary device; and/or
- Engaging in stalking behaviour with respect to any employee.

This policy will be reviewed annually. Version updated as of March 23, 2026.