Greenbelt Arts Center Anti-Harassment Policy
Greenbelt Arts Center (GAC) strives to create and maintain a work environment in which all volunteers are treated with dignity, decency and respect. In order to ensure this goal, sexual harassment is strictly prohibited. All volunteers and staff are covered by and are expected to comply with this policy and to take appropriate measures to ensure that prohibited conduct does not occur.
Standards of behavior set forth in this policy apply to all groups using the GAC space, regardless of what contractual arrangement.
Prohibited Conduct Under This Policy
Sexual harassment includes any unwelcome behavior of a sexual nature that could be reasonably expected to make someone feel offended, humiliated or intimidated.
This may include (but is not restricted to):
• a sexual advance
• the distribution, display or discussion of any sexually explicit material that is not clearly part of the production
• comments about someone's sex life or physical appearance
• leering and ogling
• sexually offensive comments, stories or jokes
• sexual propositions or continued requests for dates
• physical contact such as touching or fondling, or unnecessary brushing up against someone
If behavior rises to the level of criminal concerns, the Greenbelt Police will be contacted instead of the process outlined in this document.
Handling Intimacy/Sexual Content as Part of a GAC Production
A volunteer, member of a production, or staff member who believes that they have been the target of sexual harassment should:
• if comfortable to do so, inform the alleged harasser the behavior is offensive, unwelcome, and should stop.
• report it to a member of the GAC Board of Directors
A volunteer or staff member who becomes aware that prohibited conduct has likely occurred must report the conduct to a member of the GAC Board of Directors, potentially including a director, stage manager, or producer of the show as makes sense.
If a complaint involves a member of the GAC Board of Directors, that person will recuse themselves from their BOD capacity for the proceedings.
A board member, director, stage manager, or producer who receives a complaint or is advised that a violation of this policy has occurred shall immediately bring the matter to the attention of the President of the Board of Directors, who shall commit the substance of the complaint in writing.
The President shall then task one or more members of the Board to conduct an investigation as to whether prohibited conduct has occurred. The investigation shall be prompt, thorough, and to the greatest extent possible, confidential. In most cases, this shall include separately interviewing relevant witnesses, including the complainant and the person alleged to have engaged in harassment, and gathering and reviewing any relevant documentary evidence.
The Board member(s) conducting the investigation will submit a written report of findings, including whether there is credible evidence that a violation of this policy occurred, to the Board of Directors. Under normal circumstances, this report should be completed within two (2) weeks of the submission of the complaint.
Upon receipt of the report, the Board of Directors will determine appropriate action, based on the severity, frequency and pervasiveness of the conduct. Examples of appropriate action could include counseling, reprimand, removal from a production, or removal from the GAC organization.
Retaliation against any individual who complains of or reports sexual harassment is strictly forbidden and is considered prohibited conduct under this policy. Any allegations of retaliation will be investigated and handled using the same procedures described above.
Distribution of Policy
This policy shall be posted on GAC’s website and shall be distributed at the producer/director meeting each season and at the read-through and first production meeting for each show. Further, this policy will be posted in the GAC green room.