Excerpt from Ford’s Theatre Society Handbook

SECTION 3 - WORKPLACE POLICIES

3.1. Anti-Discrimination and Anti-Harassment

3.1.1. Equal Opportunity Employment. The Society is an equal opportunity employer and complies with all applicable laws prohibiting discrimination on the basis of race, color, religion, national origin, sex, age, marital status, personal appearance, sexual orientation, gender identity or expression, family responsibilities, matriculation, political affiliation, genetic information, disability, status as a covered veteran, status as a victim or family member of a victim of domestic violence, a sexual offense, or stalking, or any other characteristic protected by law (each a “Protected Characteristic”). Society management is primarily responsible for implementing equal employment opportunity Policies, but all employees share in the responsibility for assuring that, by their personal actions, such Policies are observed.

3.1.2. Harassment Prohibited. The Society is committed to creating a work environment free from harassment. The Society expects all interactions among individuals in the workplace to be professional and free of bias, prejudice and harassment. The Society prohibits and will not tolerate any behavior that is or may constitute harassment or discrimination, including, but not limited to, verbal, non-verbal or physical conduct that interferes with another individual’s work performance or that creates an intimidating, offensive or hostile work environment based on a Protected Characteristic. The Society’s anti-harassment and anti-discrimination Policies apply to all individuals involved in Society operations and prohibit harassment or discrimination by Society employees, including supervisors and managers, or by vendors, contractors, patrons or any other person. Such Policies also prohibit harassing, disrespectful or unprofessional conduct that is based on the perception that a person has a Protected Characteristic or is associated with a person who has or is perceived as having a Protected Characteristic.

A. Harassment is verbal, non-verbal or physical conduct that disparages or shows hostility towards an individual because of a Protected Characteristic. Harassing conduct includes, but is not limited to: epithets, slurs or negative stereotyping; threatening, intimidating or hostile acts; demeaning jokes or displays; or circulation of written or graphic materials that disparage or show hostility or aversion towards an individual or group. The following are examples of prohibited conduct:

• Use of any Society property, such as bulletin boards or computers, for purposes of producing, displaying or transmitting material that is demeaning to or derogatory towards an individual or group, even if intended as humor.

• Bringing into the workplace any material that is demeaning to or derogatory towards an individual or group, even if intended as humor.

• Communicating to any individual in the workplace any statement that is demeaning or derogatory, including, but not limited to, comments intended as humor.

B. Sexual harassment constitutes discrimination and is illegal under federal and District of Columbia laws. Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors and other verbal, non-verbal or physical conduct of a sexual nature when: submission to such conduct is made an explicit or implicit term or condition of employment; submission to, or rejection of, such conduct is used as a basis for employment decisions; or such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile or offensive work environment. Sexual harassment may include a range of behavior and may involve individuals of the same or different gender and may occur in any work-related setting.

3.1.3. Enforcement of Anti-Discrimination and Anti-Harassment Policies

A. Employees who believe they have experienced discrimination or harassment are strongly encouraged to report the incident immediately to their direct supervisor, another supervisor, the HR Manager or Ford’s Director. Any such report should be as specific as possible, and should include all relevant information so that the Society can conduct a thorough investigation. All reports will be promptly investigated and, to the extent reasonably possible and consistent with the Society’s investigation of the complaint, the Society will keep the details of the report confidential. Additionally, all employees are required to report to their direct supervisor, another supervisor, the HR Manager or Ford’s Director each allegation of discrimination or harassment that is communicated to them by another employee, even if such communication was made to them “in confidence.”

B. If an employee is found to have engaged in discrimination or harassment, the Society will take all necessary and appropriate actions to correct the situation, up to and including termination of such employee.

C. It is illegal to retaliate against an employee who opposes practices that are prohibited by the District of Columbia Human Rights Act or similar laws or who files a report, or otherwise participates in an investigation, proceeding or hearing arising out of a report, of discrimination or harassment. The Society will not tolerate any retaliation by any of its employees against an employee who makes a report or participates in an investigation regarding a report of discrimination or harassment, but an employee who makes an intentionally false claim of harassment or discrimination will be subject to discipline, up to and including termination.

3.2. Americans With Disabilities Act

The Society: supports the policies of the Americans with Disabilities Act; prohibits discrimination against qualified individuals with disabilities as defined in that Act; and is committed to treating all individuals in accordance with the purposes of that

Act. If you believe that you have a disability that requires an accommodation to perform the essential functions of your job, you should advise the HR Manager of your particular needs so that you can engage in discussions about what accommodation may be appropriate. To the extent reasonably possible, information concerning individuals’ disabilities and their need for accommodation will be handled with the utmost discretion by the HR Manager.

3.3. Other Accommodations

If you believe your ability to perform your job is affected by pregnancy, childbirth, breastfeeding, or related medical conditions, you should advise the HR Manager of your particular needs so that you can engage in discussions about what accommodation may be appropriate. You should also advise the HR Manager if you believe an accommodation is necessary to ensure your security and safety as a result of your status as a victim or family member of a victim of domestic violence, a sexual offense, or stalking. To the extent reasonably possible, information concerning individuals’ conditions or situations and their need for accommodation will be handled with the utmost discretion by the HR Manager.

3.4. Diversity

The Society is guided by a set of values that permeates the way we conduct our business: honesty, integrity and respect for others are central to everything we do. In keeping with these values, our philosophy on diversity is based on respect for one another and recognition that each person brings unique attributes to the organization. The Society will be most successful when we fully capitalize on the skills, talents and potential of all of our employees in an environment in which:

• Employees are recognized and rewarded for their contributions.

• Employees have equal access to opportunities for growth and advancement and are encouraged and supported to fulfill their potential.

• Employees respect each other for who they are, and demonstrate it in their daily conduct, so that our workplace is free from harassment, discrimination and intolerance.

• The development of employees and their careers is recognized as crucial to successfully managing the business of the Society.

Without action, this philosophy is meaningless. It is incumbent upon each member of the Society team to share the responsibility of creating and maintaining an environment of mutual respect.

3.5. Drug-Free Workplace

3.5.1. The Drug-Free Workplace Act of 1988 requires that the Society maintain a completely drug-free environment. Any individual who conducts business for the

Society, is applying for a position or is conducting business on Society Premises is covered by our Drug-Free Workplace Policy.

3.5.2. We are also committed to protecting the safety, health and well-being of our employees and patrons and recognize that abuse of alcohol or controlled substances compromises this dedication and our goals as an organization. The Society’s Drug-Free Workplace Policy seeks to balance our respect for individuals with the need to maintain a drug-free environment, and is intended to apply during each employee’s working hours, while each employee is on Society Premises, or whenever an individual is representing or conducting business for the Society. There may be instances where alcohol is offered at Society-sponsored events. In such instances, alcohol consumption by individuals over the age of 21, in moderation, is permissible under this Policy.

3.5.3. The use, possession, sale, trade, and/or offering for sale of alcohol, illegal drugs or other intoxicants is prohibited and will result in action by the Society, which may include: requiring the employee to participate in a substance abuse program approved by appropriate governmental entities; termination of employment; or legal action. An employee required to enter a substance abuse program who fails to successfully complete it and/or repeatedly violates the Policy will be terminated from employment. Nothing in this paragraph prohibits the employee from being disciplined or terminated for other violations and/or performance problems.

3.5.4. The Society recognizes that alcohol and drug abuse and addiction can be treatable. We also realize that early intervention and support improve the success of rehabilitation and may prevent those whose problems have yet to reach the level of addiction from progressing. Treatment for alcoholism and/or other drug use disorders may be covered by certain employee benefit plans. However, the ultimate financial responsibility for recommended treatment belongs to the employee.

3.5.5. The Drug-Free Workplace Act also requires that each employee of the Society notify the Society in writing if he or she is convicted of violating a criminal drug statute where the violation occurs in the workplace. Such notice must be delivered no later than five calendar days after a conviction. ‘Conviction’ means a guilty verdict, acceptance of a guilty plea (including a no contest plea) or imposition of a sentence.

3.5.6. All information received by the Society through the Drug-Free Workplace Policy will be treated as confidential. Access to this information is limited to those who have a legitimate need to know in compliance with relevant laws and applicable Policies.

3.6. Anti-Violence Workplace

3.6.1. The Society prohibits violence in the workplace and will not tolerate acts or threats of physical violence involving or affecting the Society, including, but not limited to, threats or acts of violence that: occur on Society Premises regardless of the relationship between the Society and the parties involved; or do not occur on Society

Premises but involve one or more individuals employed by or acting as representatives of the Society.

3.6.2. Each Society employee is required to report to his or her direct supervisor, another supervisor, the HR Manager, or Ford’s Director all threats or acts of physical violence on Society Premises or involving Society employees or representatives of which such employee is or becomes aware.

3.7. Whistleblower Policy

3.7.1. The Society is committed to high standards of ethical and legal business conduct. It expects and encourages all employees to report any suspected violation of the law or the Society’s Polices. This Whistleblower policy aims to provide guidance for employees to raise concerns about serious misconduct and to provide assurance that they will be protected from retaliation for making such reports.

3.7.2. This policy is intended to cover reports of:

• Incorrect financial reporting

• Any unlawful activity

• Activities in violation of the Society’s Policies

• Any other serious misconduct

3.7.3. Employees who have concerns about serious misconduct should contact their supervisor, another supervisor, the HR Manager or Ford’s Director. In cases of concerns about misconduct at the highest levels of the organization, a member of the Board may be contacted. Employees may report suspected illegal conduct in person or by voice mail, e-mail or other writing.

3.7.4. Depending on the nature of the report, the HR Manager, Ford’s Director or the Board will investigate all reports of serious misconduct and will promptly correct any problems. Individuals with expertise in the area of concern, such as accounting, legal or information technology, will be involved as needed.

3.7.5. Employees who fail to report known violations of applicable laws are subject to discipline, up to and including termination.

3.7.6. The Society prohibits any retaliation against employees who provide information regarding serious misconduct or assist in an investigation of any violations of applicable laws. Any officer, employee, or agent, or any contractor or subcontractor, of the Society who retaliates against such employees is subject to discipline, up to and including termination.

3.7.7. Information provided by the reporting employee will be treated as confidential to the extent reasonably possible and will be provided only to those who have the need for the information or when it is required in the course of investigating or resolving the concern.

3.7.8. Reports made in bad faith and false information provided in the course of an investigation may lead to discipline, up to and including termination.

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