Anti Harrassment and Discrimination Policy

PlayPenn’s Policy Against Harassment and Discrimination

In compliance with federal, state, and local laws, PlayPenn is firmly committed to creating and maintaining an environment of respect for the worth and rights of each individual, including its employees and volunteers. Every employee and volunteer have the right to work in an environment that is completely free of harassment and discriminatory conduct. As such, PlayPenn prohibits harassment of or discrimination against any employee or volunteer, whether based on a person’s race, color, creed, sex, religion, national origin, citizenship, ancestry, age, marital or parental status, disability, sexual orientation, gender identity or expression, genetic information, or any other legally protected category.

Discrimination and harassment, whether or not based upon any of the above listed protected categories, will not be tolerated and is entirely inconsistent with PlayPenn’s tradition of providing a respectful, professional, dignified, and welcoming workspace for everyone. Retaliation against individuals for raising complaints or claims of discrimination or harassment is also prohibited.

This prohibition on harassment and discrimination applies both to conduct that occurs in the workspace, and to conduct that occurs at any location which can be reasonably regarded as an extension of the workspace, including business‐related social events, rehearsal rooms, and spaces where play readings are coordinated by PlayPenn. Anyone who is found to have violated PlayPenn’s policy against harassment and discrimination will be subject to prompt disciplinary action, up to and including termination (if applicable) or a request to have no further engagement or relationship with PlayPenn, regardless of whether or not the conduct satisfies any applicable legal definition of discrimination or harassment.

Prohibited Conduct

It is a violation of this policy to engage in any employment practice or procedure that treats an individual less favorably based upon any of the protected categories listed above. This policy pertains to all employment practices, such as recruiting, selection, hiring, assignment, discipline, and working conditions.

Harassment can take many forms. It may take the form of words, signs, offensive jokes, cartoons, pictures, posters, email jokes or statements, electronic downloads or files, pranks, intimidation, physical assaults or contact, or violence. Harassment is not necessarily sexual in nature. It may be based on an individual’s physical appearance or personal characteristics. It may also take the form of other verbal activity, including derogatory statements not directed to the targeted individual but taking place within her/his/their hearing. It may include displaying or circulating written material such as emails, text messages, social media posts and comments, notes, photographs, cartoons, articles of a harassing or offensive nature, and taking retaliatory action against an employee for discussing or making a harassment complaint.

For purposes of this policy, the term “harassment” includes, but is not limited to:

  • Unwelcome sexual advances and requests for sexual favors, regardless of the gender of the individuals involved
  • Making threats of reprisal for an individual’s refusal to respond to requests for sexual favors
  • Unwanted physical touching, such as patting or pinching another’s body, regardless of the gender of the individuals involved
  • Display of offensive pictures, drawings, or photographs, including via email, text, or social media
  • Derogatory or demeaning remarks, comments, jokes, or slurs relating to an individual’s race, color, creed, sex, religion, national origin, citizenship, religion, age, disability, sexual orientation, gender identity or expression, and any other legally protected category
  • Sexual innuendo or suggestive comments, including sexually oriented “teasing” or “kidding”
  • Threatening or intimidating behavior of any kind Every employee and volunteer must avoid any conduct that reasonably could be interpreted as discrimination or harassment under this policy, even if there is no intent on the part of an individual to harass or demean another.

All employees and volunteers are responsible for helping to ensure that harassment is avoided and are encouraged to take appropriate steps to eliminate conduct that they believe is unwelcome, offensive, or in poor taste.

In addition, PlayPenn’s supervisors, managers, and Board members are also covered by this policy and are prohibited from engaging in any form of harassing conduct. Furthermore, harassment of PlayPenn’s employees and volunteers in connection with their work by non-employees, including vendors, patrons, or members of the general public, is also a violation of this policy.

Reporting Procedures

If any employee or volunteer feels that he/she/they has experienced, witnessed, or become aware of discrimination or harassment by any PlayPenn employee, volunteer, actor, playwright, member of theater personnel or support personnel, Board member, vendor, patron, or customer, the employee or volunteer should immediately report the incident(s) to the Artistic Director. If the problem involves the Artistic Director, if the employee or volunteer does not feel that the matter can be discussed with the Artistic Director, or if he/she/they is not satisfied with the way the Artistic Director has addressed the concern, he/she/they should contact PlayPenn’s Board President and arrange for a meeting to discuss the complaint.

Every complaint will be promptly and thoroughly investigated, including interviewing witnesses and participants. All efforts will be made to ensure the confidentiality of the complaint to the extent possible. In certain circumstances, however, information, including the identity of the individual lodging the complaint, may be divulged where necessary to fully investigate the matter or comply with applicable law. If an investigation reveals that harassment or other inappropriate behavior has occurred, PlayPenn will take appropriate action, up to and including termination (if applicable) or a request to have no further engagement or relationship with PlayPenn.

Prohibition on Retaliation

There will be no retaliation or discrimination against any individual who submits a good faith complaint, reports an incident witnessed, opposes a discriminatory practice, or participates in any way with the investigation of a harassment claim. Supervisors are prohibited from making any personnel decision or taking any adverse action against any employee or volunteer because he/she/they submitted a complaint or cooperated in good faith with an investigation of alleged conduct prohibited by this policy. Any acts of retaliation will be considered a violation of this policy and appropriate action will be taken immediately, up to and including termination (if applicable) or a request to have no further engagement or relationship with PlayPenn.