Objective

As part of Orlando Fringe’s Code of Conduct and Acknowledgment of Safe Space, Orlando Fringe strives to create and maintain a work environment in which people are treated with dignity, decency and respect. 

Orlando Fringe will not tolerate unlawful discrimination or harassment of any kind. Through enforcement of this policy and by education of artists, volunteers and employees, Orlando Fringe will seek to prevent, correct and discipline behavior that violates this policy. 

All artists, volunteers, contractors and/or employees, regardless of their positions, are covered by and are expected to comply with this policy and to take appropriate measures to ensure that prohibited conduct does not occur. Appropriate disciplinary action will be taken against anyone 

who violates this policy. Based on the seriousness of the offense, disciplinary action may include verbal or written reprimand, suspension from the festival or organization, or termination of employment. 

Managers and supervisors who knowingly allow or tolerate discrimination, harassment or retaliation, including the failure to immediately report such misconduct to Executive Director or board president, are in violation of this policy and subject to discipline. 

Prohibited Conduct Under This Policy

Orlando Fringe, in compliance with all applicable federal, state and local anti-discrimination and harassment laws and regulations, enforces this policy in accordance with the following definitions and guidelines:

Harassment

Orlando Fringe prohibits harassment of any kind, including sexual harassment, and will take appropriate and immediate action in response to complaints or knowledge of violations of this policy. For purposes of this policy, harassment is any verbal or physical conduct designed to threaten, intimidate or coerce an artist, contractor, volunteer, employee, or any person working for or on behalf of Orlando Fringe or participating in Orlando Fringe events. The harassment would be considered a violation of this policy if it creates a work or festival environment that a reasonable person would consider intimidating, hostile, or abusive. 

The following examples of harassment are intended to be guidelines and are not exclusive when determining whether there has been a violation of this policy:

• Verbal harassment includes comments that are offensive or unwelcome regarding a person’s national origin, race, color, religion, age, sex, sexual orientation, pregnancy, appearance, disability, gender identity or expression, marital status or other protected status, including epithets, slurs and negative stereotyping. 

• Nonverbal harassment includes distribution, display or discussion of any written or graphic material that ridicules, denigrates, insults, belittles or shows hostility, aversion or disrespect toward an individual or group because of national origin, race, color, religion, age, gender, sexual orientation, pregnancy, appearance, disability, sexual identity, marital status or other protected status. 

Sexual harassment

Sexual harassment is a form of unlawful employment discrimination under Title VII of the Civil Rights Act of 1964 and is prohibited under Orlando Fringe’s anti-harassment policy. According to the Equal Employment Opportunity Commission (EEOC), sexual harassment is defined as “unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature … when … submission to or rejection of such conduct is used as the basis for employment decisions … or such conduct has the purpose or effect of … creating an intimidating, hostile or offensive working environment.” 

Sexual harassment occurs when unsolicited and unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature: 

• Is made explicitly or implicitly a term or condition of employment. 

• Is used as a basis for an employment decision. 

• Unreasonably interferes with an employee’s work performance or creates an intimidating, hostile or otherwise offensive environment. 

Sexual harassment may take different forms. The following examples of sexual harassment are intended to be guidelines and are not exclusive when determining whether there has been a violation of this policy: 

• Verbal sexual harassment includes innuendoes, suggestive comments, jokes of a sexual nature, sexual propositions, lewd remarks and threats; requests for any type of sexual favor (this includes repeated, unwelcome requests for dates); and verbal abuse or “kidding” that is oriented toward a prohibitive form of harassment, including that which is sexual in nature and unwelcome. 

• Nonverbal sexual harassment includes the distribution, display or discussion of any written or graphic material, including calendars, posters and cartoons that are sexually suggestive or show hostility toward an individual or group because of sex; suggestive or insulting sounds; leering; staring; whistling; obscene gestures; content in letters, notes, facsimiles, e-mails, photos, text messages, tweets and Internet postings; or other forms of communication that are sexual in nature and offensive. 

• Physical sexual harassment includes unwelcome, unwanted physical contact, including touching, tickling, pinching, patting, brushing up against, hugging, cornering, kissing, fondling, and forced sexual intercourse or assault. 

Courteous, mutually respectful, pleasant, non-coercive interactions between employees that are appropriate in the workplace and acceptable to and welcomed by both parties are not considered to be harassment, including sexual harassment.

Complaint procedure
 
Orlando Fringe has established a procedure for reporting a complaint of harassment, discrimination or retaliation. The organization will treat all aspects of the procedure confidentially to the extent reasonably possible.

Complaints should be submitted as soon as possible after an incident has occurred, preferably in writing to Orlando Fringe leadership. The Managing Director or board president may assist the complainant in completing a written statement or, in the event a complainant refuses to provide information in writing, the Managing Director or board president will document the verbal complaint.

If you believe this policy has been violated, please email leadership@orlandofringe.org with your contact information and we will reach out to you directly.

Alternative legal remedies 

Nothing in this policy may prevent the complainant or the respondent from pursuing formal legal remedies or resolution through local, state or federal agencies or the courts.