S A F E , E Q U A L , A N D F A I R
Symphony NH is committed to providing a safe, equal, and fair environment
for all who work, collaborate, and volunteer with the organization.
Read on for Symphony NH’s full Behavior Policy.
Symphony NH (SNH) does not discriminate against musicians, staff, guest artists, interns, volunteers, consultants or vendors of any race, color, creed, sex, marital status, affectual or sexual orientation, family responsibility, national origin, ancestry, handicap, or religion with all the rights, privileges, programs, and activities generally accorded or made available to members of the SNH organization. It does not discriminate in the administration of its policies, concert planning, educational programs, community programs, or other SNH - administered programs.
Bullying is unwelcome or unreasonable behavior that demeans, intimidates, or humiliates people either as individuals or as a group. Bullying behavior is often persistent and part of a pattern, but it can also occur as a single incident. It is usually carried out by an individual but can also be an aspect of group behavior. Bullying is unacceptable. Participating in any kind of bullying action may result in disciplinary action.
SEXUAL HARASSMENT POLICY
SNH is committed to maintaining a work environment where everyone is treated with respect and dignity. All individuals have the right to work, learn, teach, or perform in an atmosphere that promotes equal opportunity and prohibits discriminatory practices and treatment, including sexual harassment. Sexual harassment, whether verbal, physical, or environmental, is unacceptable and will not be tolerated.
For purposes of enforcing this policy, sexual harassment is defined as unwelcome or unwanted conduct of a sexual nature (verbal or physical) when: 1.) submission to or rejection of this conduct by an individual is used as a factor in decisions affecting hiring, evaluation, promotion, or other aspects of employment, education, or performance; and/or 2.) this conduct interferes substantially with an individual’s employment, education, or performance; and/or 3.) this conduct creates an intimidating, hostile, or offensive environment in which to work, learn, teach, or perform.
Examples of sexual harassment include, but are not limited to: unwanted sexual advances; demands for sexual favors in exchange for favorable treatment or continued employment; repeated sexual jokes, flirtation, advances, or propositions; verbal abuse of a sexual nature; graphic or verbal commentary about an individual’s body, sexual prowess, or sexual deficiencies; leering, whistling, touching, pinching, assault, coerced sexual acts, or suggestive, insulting, obscene comments or gestures; and display of sexually suggestive objects or pictures.
This policy governs all permanent and temporary employees of SNH, as well as musicians, staff, Trustees, guest conductors, interns, volunteers and guest artists. SNH will not tolerate, condone, or allow sexual harassment, whether engaged in by fellow employees or supervisors, or by non-employees who conduct business with SNH, including conductors, consultants, vendors, and guest artists. SNH encourages reporting of all incidents of sexual harassment, whoever the offender may be, and promises thorough protection to the reporter.
Individuals who believe they have been subjected to any of the above should report the incident to one of the SNH staff, Trustees or Players Committee:
Names and contact information for the assigned contacts for reports of misconduct have been redacted from this online version. Please refer to your employee copy of this document, sent to all who are employed by or volunteer with Symphony NH.
Complaints will be investigated promptly by a committee made up of Musicians, Trustees and Staff in a manner that is as impartial and confidential as possible. Retaliation against any employee, student, staff, Trustee, conductor, or guest artist for complaining about sexual harassment or for participating in an investigation is strictly prohibited.
Violations of this policy will result in appropriate disciplinary action. Based on the seriousness of the offense, disciplinary action may include verbal or written reprimand, suspension, or termination.
Adopted: January 15, 2019