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, or volunteer with Symphony NH. Please read below to learn more about Symphony NH’s 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.
Please refer to the employee version of this document for the names and contact information of the individuals available to receive reports of misconduct. This version of the document is sent to every individual within the organization upon hiring and was sent to all employees upon adoption of this policy in January 2019. To request a new version of this document, please contact the Personnel Manager.
Complaints will be investigated promptly by the six individuals listed 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