Safe Workplace Policy
The Dallas Chamber Symphony’s efforts to engage community audiences and enrich people’s lives by sharing in the discovery, creation, exploration and enjoyment of great music have been fruitful so far thanks to conservative fiscal practices and effective partnerships and hiring. In all departments, the Dallas Chamber Symphony board and Artistic/Executive Director Richard McKay have facilitated a functional, professional, stable organization that communicates and works well together for the sake of art and the betterment of the Dallas community.
Staff meet individually with each board member to develop specific action and fundraising plans aligned with the structure developed in executive and committee board meetings. At each meeting, board members volunteer their expertise, connections, and personal time to advance the organization and strengthen the fabric of the Dallas Chamber Symphony and the City of Dallas. Ranging in age from mid-thirties to seventy years of age, the board is diversified in gender and sexual orientation, race, and professional experience (additional minority and female voices are prioritized for the next board selections).
Equal Opportunity & Non-discrimination
The Dallas Chamber Symphony is committed to maintaining a community which recognizes and values the inherent worth and dignity of every person; fosters tolerance, sensitivity, understanding, and mutual respect among its members; and encourages each individual to strive to reach his or her own potential. In pursuit of its goal of artistic excellence, the Dallas Chamber Symphony seeks to develop and nurture diversity. The Dallas Chamber Symphony believes that diversity among its many members strengthens the institution, stimulates creativity, promotes the exchange of ideas, and enriches artistic life.
The Dallas Chamber Symphony views, evaluates, and treats all persons, solely as individuals on the basis of their own personal abilities, qualifications, and other relevant characteristics.
The Dallas Chamber Symphony prohibits discrimination against any member of the community on the basis of race, religion, color, sex, age, national origin or ancestry, genetic information, marital status, parental status, sexual orientation, gender identity and expression, disability, or status as a veteran. The Orchestra will conduct its programs, services and activities consistent with applicable federal, state and local laws, regulations and orders.
The Americans with Disabilities Act (ADA) prohibits discrimination against qualified individuals with disabilities in any term, condition or privilege of employment. DCS hereby affirms its commitment to nondiscrimination in employment including qualified individuals with disabilities and affirms its intention to comply with the law.
To file a civil rights complaint, download and complete the Complaint Verification Form (CVF) and Identity Release Statement (IRS) which can be found at http://oip.gov/about/ocr/complai nt.htm and return both forms to the OCR at the following address: Office for Civil Rights, Office of Justice Programs, U.S. Department of Justice, 810 71h St., NW, Washington, DC 20531.
At the DCS, each individual will be treated with fairness and respect. It is expected that every staff member will do whatever he/she can do to maintain an environment free of pressures and diversions not appropriate for the work setting. Harassment on the basis of age, sex, disability, race, color, national origin, religion, sexual orientation, or marital status, the use or circulation of offensive materials or remarks directed toward any group, and inappropriate humor at another person’s expense will not be tolerated. Supervisors at all levels of DCS are responsible for immediately addressing, correcting, and documenting problems concerning equal employment opportunity, fair treatment of staff and other conduct issues described in this policy. It is expected that supervisors will personally counsel staff to resolve conduct problems and when necessary refer staff members to other sources for assistance.
Any individual may and should call attention to behavior in the workplace that is not in keeping with this principle. Concerns may be brought to the attention of any Director.
Sexual harassment is a form of illegal sex discrimination. DCS will not tolerate any form of sexual harassment in the workplace.
Sexual harassment is defined as any unwelcome sexual advances, requests for sexual favors or other conduct of a verbal or physical nature when:
- submission to such conduct is made either explicitly or implicitly a term or condition of a person’s employment;
- submission to or rejection of such conduct by an employee is used as the basis for an employment decision affecting that employee; 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.
For example, sexual harassment can include, among other things, unwelcome propositions, flirtations and requests, whether expressed or implied, for sexual favors. It can also include other unwelcome verbal, visual, physical, electronic, or social media conduct and/or communication of a sexual nature, such as unnecessary touching of an individual, graphic or verbal commentaries about an individual’s body, sexually degrading verbal abuse, a display in the workplace of sexually suggestive objects or pictures, sexually explicit or offensive jokes and physical assault. (ie. computers, cell phones, etc.)
An employee should report any sexual harassment immediately to a supervisor or the Chief Executive Officer or the Board President, and refrain from discussing the matter with other staff. This matter must be dealt with in a confidential manner. All complaints of sexual harassment will be investigated as promptly as reasonably possible and appropriate action will be taken. Under no circumstances will an employee who in good faith reports alleged incidents of sexual harassment, or who cooperates in the investigation of any such report, be subjected to any form of reprisal or retaliation. This policy is also enforced with respect to assistance to clients, its Board of Directors and volunteers.