Please Read the Terms Below. You may also read these, and print a copy, from our web site at the link above
CAMPUS THEATRE / THEATRE DENTON COMMUNICATIONS AND SOCIAL MEDIA POLICY
Communications Policy for Employees
All requests for comment from the media regarding THEATRE DENTON should be referred to the Managing Director. Employees must not purport to speak for Theatre Denton in any public forum or social media post. Only an authorized Theatre Denton representative may speak on behalf of the organization.
Employees should refrain from addressing negative comments about the organization on social media as a THEATRE DENTON employee. All official responses to negative social media comments should be handled by the Managing Director as directed by the Governing Board.
Facebook, Twitter, Instagram, Snapchat, and other social media are powerful but potentially dangerous tools. Employees are encouraged to use their personal social media accounts to help advertise, promote, and market the theatre and its productions in a positive manner. As an employee, you are encouraged to follow and participate in our social media platforms.
When posting about the theatre or production on public forums, posts should be positive and respectful, keeping in mind that words, pictures, videos, and/or audio files are permanent and can become public. As an employee representing the organization, keep in mind the following guidelines:
a) Use common sense and good judgment when posting information via social media
b) Respect all policies and guidelines, including use of contract-specific or copyrighted
images
c) Be sensitive about revealing “surprise” elements of a production
d) If you’re not sure if something is safe to post, you probably shouldn’t post it
e) If you are posting regarding a personal opinion (political preferences, etc.) please avoid
language that would represent you as an employee of THEATRE DENTON.
THEATRE DENTON is committed to providing a safe and respectful online experience for everyone.
Communications Policy for Board Members
All requests for comment from the media regarding Theatre Denton should be referred to the Managing Director. Individual Board Members must not purport to speak for Theatre Denton in any public forum or social media post. Only an authorized Theatre Denton representative may speak on behalf of the organization.
Please refrain from addressing negative comments about the organization on social media. All responses to negative social media comments should be handled by the Managing Director as directed by the Governing Board.
Facebook, Twitter, Instagram, Snapchat, and other social media are powerful but potentially dangerous tools. Governing and Production Board members are encouraged to use all types of social media to help advertise, promote, and market the theatre and its productions in a positive manner. As a theatre Board member, you are encouraged to follow and participate in our social media platforms.
When posting about the theatre or production on public forums, please keep your posts positive and respectful. Remember, everything that is posted, even on a private page, has the potential to circulate out to a wider, public audience. When you are posting on social media please always keep in mind that your words, pictures, videos, and/or audio files are permanent and can become public. You are representing the organization, so please keep in mind the following guidelines:
a) Use common sense and good judgment when posting information via social media
b) Respect all policies and guidelines, including use of contract-specific or copyrighted
images
c) Be sensitive about revealing “surprise” elements of a production
d) If you’re not sure if something is safe to post, you probably shouldn’t post it
THEATRE DENTON is committed to providing a safe and respectful online experience for everyone.
Social Media Policy for Volunteers
Facebook, Twitter, Instagram, Snapchat, and other social media are powerful but potentially dangerous tools. Volunteers are encouraged to use all types of social media to help advertise, promote, and market the theatre and its productions in a positive manner. As a volunteer of the theatre, you are encouraged to follow and participate in our social media platforms. Volunteers must not purport to speak for Theatre Denton in any public forum or social media post. Only an authorized Theatre Denton representative may speak on behalf of the organization.
When posting about the theatre or production on public forums, posts should be positive and respectful since everything that is posted, even on a private page, has the potential to circulate out to a wider, public audience. When posting on social media, volunteers should keep in mind that words, pictures, videos, and/or audio files are permanent and can become public.
The following are some guidelines to consider when you use social media to post about THEATRE DENTON:
a) Use common sense and good judgment when posting information via social media
b) Respect all policies and guidelines, including use of contract-specific or copyrighted
images
c) Be sensitive about revealing “surprise” elements of your production
d) If you’re not sure if something is safe to post, you probably shouldn’t post
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CAMPUS THEATRE / THEATRE DENTON EMPLOYEE SEXUAL MISCONDUCT POLICY
Application
This policy applies to all THEATRE DENTON employees.
Purpose and Definition
THEATRE DENTON is committed to creating and maintaining a work environment free from sexual misconduct. “Sexual misconduct” is sexual harassment or any unwelcome conduct of a sexual nature that is persistent or offensive and interferes with an employee’s job performance or creates an intimidating, hostile or offensive work environment.
“Sexual harassment” is defined by the federal Equal Employment Opportunity Commission as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when, for example:
a) submission to such conduct is made either explicitly or implicitly a term or condition of
an individual’s employment,
b) submission to or rejection of such conduct by an individual is used as the basis for
employment decisions affecting such individual, or
c) such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive working environment. An aggregation of incidents can constitute sexual misconduct even if one of the incidents considered on its own would not be harassing.
The purpose of this policy is to prevent sexual misconduct, stop ongoing misconduct, prevent its recurrence, remedy its effects, and sanction individuals who violate this policy.
Policy
THEATRE DENTON will not tolerate any form of sexual misconduct. This is especially true when:
a) submission to the misconduct is made implicitly or explicitly a term or condition of an
individual’s employment;
b) submission to or rejection of the misconduct is used as the basis for determining
personnel decisions;
c) the misconduct has the purpose or effect of unreasonably interfering with an individual’s
work; or
d) the misconduct creates an intimidating, hostile or offensive working.
An employee who feels that he or she is being subjected to misconduct prohibited by this policy should immediately inform the harasser that the conduct is unwelcome and must stop. If the inappropriate conduct does not cease or if the employee is unable to or uncomfortable with addressing the alleged harasser directly, he or she should report the incident to the Managing Director or to the President of THEATRE DENTON’s Governing Board of Directors.
THEATRE DENTON will investigate reported violations of this policy. It will consider reasonable interim measures pending investigations and take appropriate and timely corrective action if it determines that misconduct occurred. Corrective action may include suspension or termination of employment.
This policy is NOT intended to interfere with an individual’s right to report misconduct to law enforcement for investigation of a criminal offense.
Reporting
Reports may be made in person, via email, by telephone, or in writing.
It is helpful, but not required, to provide a written record of the date, time and nature of the incident(s) and the names of any witnesses. The following information will assist THEATRE DENTON in conducting a thorough investigation:
The name and position of the complainant;
The person or persons allegedly committing the misconduct (“the respondent”);
A detailed description of the incident or incidents, including the dates, times, locations,
and identities potential witnesses;
Any effect on the complainant’s employment or ability to perform responsibilities;
The names of others who might have been subjected to similar misconduct;
Any prior steps taken to stop or mitigate the alleged misconduct; and
Any other information the complainant believes to be relevant.
THEATRE DENTON will take all complaints seriously.
THEATRE DENTON will receive anonymous complaints. However, making a complaint
anonymously, failing to provide complete information, failing to accurately describe events, or making a complaint based on speculation, may cause an investigation to be difficult or impossible to pursue.
Retaliation Prohibited
Reports of misconduct will not affect the complainant’s employment.
Retaliation is strictly prohibited. “Retaliation” is any adverse action taken against a person for making a good faith report or participating in any proceeding under this policy. Retaliation includes threats, intimidation, harassment, or use of a position of authority to discourage participation in an investigation under this policy. Retaliation does not include good faith actions pursued in response to a complaint under this policy.
Retaliation is a form of misconduct prohibited by this policy without regard to whether an investigation results in a finding of sexual misconduct.
Investigation
THEATRE DENTON’s Managing Director will investigate all reports of employee sexual
misconduct. The Managing Director may, but is not required, to seek the Governing Board’s approval to retain an attorney or outside agency to investigate a complaint.
The Governing Board of Directors will retain an outside attorney or agency to investigate any complaint against the Managing Director or any Governing Board member.
Complaints will be kept as confidential as reasonably possible. The identities of parties and witnesses must normally be disclosed to the complainant, respondent, and witnesses involved.
Third parties should only receive information to the extent necessary to enable a thorough investigation.
This Policy does not prevent THEATRE DENTON or any THEATRE DENTON employee from reporting potential criminal offenses to law enforcement authorities.
In performing its responsibilities, the Managing Director should:
Notify law enforcement if it appears that a criminal offense has been alleged;
Explain this policy to all parties and witnesses;
Implement interim measures reasonably necessary to separate and protect the parties
pending the investigation;
Interview all witnesses; and
Explore an informal means of resolving the complaint.
Determination
Employees who violate this policy are subject to appropriate discipline. If an investigation results in a finding that this policy has been violated, the mandatory minimum discipline is a written reprimand. The discipline for serious or repeated violations is termination of employment.
The procedures available under this policy do not preempt or supersede any legal procedures or remedies otherwise available to a victim of sexual harassment under local, state or federal law.
Persons who violate this policy may also be subject to civil damages or criminal penalties.
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Volunteer Harrassment Policy-2022 edits
CAMPUS THEATRE / THEATRE DENTON
VOLUNTEER HARASSMENT POLICY
Definition of Volunteer Harassment
THEATRE DENTON is committed to maintaining an environment free of harassment of any kind.
“Harassment” as used in this policy means any repeated or habitual behavior which causes
distress, feelings of a lack of safety, or physical harm to another person based on their actual or
perceived race/ethnicity, religion, age, gender, gender expression or identity, socioeconomic
status, disability, sexual orientation, citizenship status, geography, place of origin, marital status,
or familial status. Inappropriate behavior would include, but not limited to, actions and/or
statements that lack civility such as:
a) excessive profanity,
b) loud and angry or offensive outbursts,
c) intimidating or threatening actions or statements,
d) unwelcome touching of a personal nature,
e) slurs or jokes about gender expression or sexual identity, and
f) inappropriate interaction between an adult and minor child, including text messaging,
emails and other forms of electronic communication.
Additionally, any kind of sexual harassment against anyone, regardless of the identities of the
people involved, is prohibited by this policy. “Sexual harassment” includes but is not limited to
unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of
a sexual nature when, for example:
a) submission to such conduct is made either explicitly or implicitly a term or condition of
an individual's participation in production activities;
b) submission to or rejection of such conduct by an individual is used as the basis for
production or artistic assignments; or
c) engaging in conduct that has the purpose or effect of unreasonably interfering with an
individual's participation in a production or creating an intimidating, hostile or offensive
environment during a production.
An aggregation of incidents can constitute sexual harassment even if one incident on its own
would not constitute harassment.
Harassment does not need to have malicious intent; the impacts on the person reporting the
harassment must be addressed regardless of the intent.
Harassment is not:
a) consensual sexual banter or romantic peer relationships where the people involved
consent to the interaction;
b) appropriate performance reviews, constructive feedback and critique, or discipline by a
director or other production supervisor; or
c) artistic content in production properties and scripts. Some productions have artistic
merit despite sexual or uncomfortable action or dialogue. THEATRE DENTON must have
the ability to stage meritorious productions that contain uncomfortable content.
Volunteers should research all productions before deciding to participate to ensure they
are comfortable with a production’s content.
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Responsibilities of Volunteers
1. All volunteers, including THEATRE DENTON board and committee members, production cast and crew members, and event participants are responsible for fostering a safe,
volunteer environment, free of harassment of any kind.
2. All volunteers and program participants have the responsibility to treat each other
with respect and to refrain from all forms of harassment prohibited by these policies.
3. All participants are entitled to self-identified gender appropriate dressing rooms,
which must be assigned after consulting with cast members before the first full-costume
rehearsal.
4. Cast members must be consulted before assigning a crew member to assist with
costume changes to ensure that the cast member is comfortable with the person assisting.
5. Whenever productions involve minor children:
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Children must be dropped off and picked up by their parent, legal guardian, or
other person authorized by the parent or guardian;
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Adult one-on-one interactions with children should be avoided;
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If being alone with a child or children cannot be avoided, doors and other room
openings will be left open, unobstructed, and visible to as many unrelated adult
volunteers as possible; and
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Parents will be instructed to deliver their children in costume or dress their child
at the theater before leaving.
Policy Disseminated to Volunteers
This policy applies to all board members, directors, producers, cast, crew and volunteers while
working in any capacity at or on behalf of THEATRE DENTON.
A copy of this Policy will be provided to all new Governing and Production Board members at or
before their first board meeting.
A copy of this Policy will be provided to each production cast and crew member or their parent
or guardian at or before the first rehearsal. The producers of each production are responsible
for seeing that cast and crew members are aware of this Policy.
Reporting
Violations of this policy should be reported to the THEATRE DENTON Managing Director or to
the THEATRE DENTON Governing Board Vice President for Diversity and Inclusion. Reports may
be made in person, via email, by telephone, or in writing. It is helpful, but not required, to
provide a written record of the date, time and nature of the incident(s) and the names of any
witnesses.
THEATRE DENTON will receive anonymous complaints. However, making a complaint
anonymously, failing to provide complete information, failing to accurately describe events, or
making a complaint based on speculation, may cause an investigation to be difficult or
impossible to pursue.
THEATRE DENTON will take all reports seriously. Complaints will be kept as confidential as
reasonably possible. The identities of parties and witnesses must normally be disclosed to the
complainant, respondent, and witnesses involved. Third parties will only receive information to
the extent necessary to enable a thorough investigation.
If a violation is confirmed, THEATRE DENTON will take corrective measures to prevent further
violations of this policy. Corrective measures may include, but are not limited to, termination of
the violator’s right to participate in THEATRE DENTON productions.
The procedures available under this policy do not preempt or supersede any legal procedures or
remedies otherwise available to a victim of sexual harassment under local, state or federal law.
Persons who violate this policy may also be subject to civil damages or criminal penalties.
Posting and Review
These Policies shall be prominently displayed in the theater Green Room and posted on the
THEATRE DENTON website. The THEATRE DENTON Governing Board shall review and update
Policies on an annual basis or as needed.
version approved January 10, 2023
CAMPUS THEATRE / THEATRE DENTON DRUG & ALCOHOL POLICY
Purpose: It is Theatre Denton’s responsibility to ensure that rehearsals, performances,
Theatre-sponsored events and business activities are conducted in an
environment that is free of disruptive behavior and does not compromise the
quality of the Theatre’s productions and standing in the community. This
policy ensures a safe environment and protects Theatre Denton from liability.
This policy outlines Theatre Denton’s standards regarding the use of
intoxicants, including illegal drugs, alcohol or inappropriate use of prescription
drugs while participating in Theatre Denton(TD)productions and other Theatre
activities.
Definition: “Under the influence of intoxicants” means that an individual exhibits
behavior (i.e. slurred speech, difficulty walking, etc.) and has a physical
appearance (i.e. odor, red eyes, etc.) that would lead a reasonable person
to believe the individual has ingested intoxicants, drugs or alcohol that
impair performance.
Policy: This policy applies to all paid staff, contract workers, and all
volunteers while involved in work at the Theatre, rehearsals,
performances, and other events such as auditions.
Staff and volunteers shall comply with Texas laws governing the use of
intoxicants including alcohol.
No illegal substances shall be brought into, or consumed at, the Campus
Theatre or its property, the Black Box Theatre, or during any Theatre-
sponsored events.
Paid staff, contract workers such as orchestra members, volunteer actors,
volunteer production crew and all other volunteers are expected to remain free
from the influence of intoxicants as defined above during rehearsals,
performances and while conducting any TD related activities.
Moderate social drinking on the premises, when an employee or volunteer is
not working or involved as a participant in a production, but attending as a
guest is permitted. Employees and volunteers should always be mindful that
the public associates their behavior with Theatre Denton.
Cast, crew, and contract workers will not be served alcohol in the Campus Theatre and must not consume any alcohol or recreational drug before any performance or during the intermission of any performance.
Incidents involving individuals who are under the influence of intoxicants
shall be handled on a case-by-case basis by the director of the
production/event, Managing Director or the Governing Board, depending
upon the circumstances involved. A violation of this policy may result in
dismissal from employment or termination of participation in a production or
other volunteer activities. The online TD Complaint Form can also be used
to report violation of this policy:
https://docs.google.com/forms/d/e/1FAIpQLSfdWi0w97G-
vKViWuCOdbY_5facYFJkgDHlidVTf7o4Z6h-xA/viewform
Policy implementation: This policy shall be included in all Director’s Packets and discussed
at the Directors’ Orientation. It is expected that all volunteers, employees, and
paid contract workers be notified of this policy and acknowledge via the online
form that they have read this policy.
The policy shall be prominently posted at the Theatre in the Green Room and in
the Technical Booth.
If an incident occurs, directors and /or staff shall notify the Board in a timely
manner.
Posting and Review
These Policies shall be prominently displayed in the theater Green Room and posted on the THEATRE DENTON website. The THEATRE DENTON Governing Board shall review and update Policies on an annual basis or as needed.
THEATRE DENTON is committed to providing a safe and respectful online experience for everyone.
