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Introduction to Policies
SING! The Toronto International Vocal Arts Festival (SING! Toronto) is committed to fostering and maintaining a workplace where all employees and contractors are free from harassment and discrimination on the basis of gender, race/ethnicity, religion, age, class, or sexual orientation.

SING! Toronto respects and is bound by the terms of provincial and federal human rights legislation. Any employees, agents of the employer, or contractors found to be engaging in unlawful discrimination or harassment will be subject to disciplinary action, including termination of employment.

Definitions

Discrimination in the Workplace
Differentiating adversely, directly or indirectly, in the course of employment or engagement, against an employee or contractor on the basis of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, sexual orientation, disability, age, marital status, family status, or a record of offence for which a pardon has been granted.
Note: This does not include special programs designed to assist disadvantaged groups or eliminate discrimination.

Workplace Harassment
Any inappropriate conduct, comment, or series of behaviours by the employer, another employee, contractor, or agent of the employer (such as a freelancer), based on any of the grounds listed above, that is or ought to be known as unwelcome or objectionable, and likely to cause offence or humiliation.

Personal Harassment
Vexatious conduct or comments outside the scope of human rights legislation that are or ought to be known to be unwelcome. This includes:
• Bullying and intimidation
• Abuse of authority
• Behaviour that demeans, threatens, or humiliates an individual

This does not apply to the proper exercise of management authority or accountability.

Poisoned Work Environment
An environment created by conduct or comments that ridicule or disparage a group—even if not directed at a specific individual.

Any employee or contractor who believes they have experienced harassment or discrimination may seek assistance as outlined below under Reporting Harassment and Discrimination Complaints. A formal process is in place to investigate and address all claims.

Sexual Harassment
Sexually oriented comments or conduct (verbal or physical) that are or ought to be known as unwelcome, objectionable, or perceived as placing a sexual condition on employment, engagement, training, or promotion.
Sexual harassment is prohibited in our workplace and will result in discipline (up to and including termination).

Complaints may be brought forward to the Chairperson, who will assign an investigator. The investigator will speak to all parties and provide a report to the Board/Sub-Committee for review and appropriate action.

Safety, Security and Emergencies

Commitment to a Safe and Secure Workplace
SING! Toronto is committed to providing a safe, secure, and respectful workplace. Employees and contractors must not engage in violence.

Violence is defined as:

• The threatened (express or implied), attempted, or actual use of physical force to cause injury to another person or damage property

• Any behaviour or statement that gives reasonable cause to believe someone is at risk of harm

Examples of violent behaviour include:
• Spitting or kicking
• Oral or written threats or abuse
• Physically aggressive behaviour (e.g. pushing, stalking, waving fists, bullying, coercion)
• Demeaning or abusive comments that create a hostile environment
• Threats to destroy or damage company or personal property (e.g. vandalism, sabotage)

Additional Notes:

• Weapons of any kind are strictly prohibited on SING! Toronto property.

• All employees and contractors must follow local safety and security guidelines.

• To prevent escalation, any incidents of violence must be reported to management immediately.