New York Stage & Film is a company dedicated to a flexible, artist-driven process. We believe in artistic freedom, artistic expression, and empowering artists to reach their fullest visions. We believe that a safe process can only be fostered in a creative space that is also a brave space. 

 

We expect that all members of the community recognize that each individual has a right to a working environment that encourages considerate, dignified and non-sexualized working relationships. New York Stage & Film seeks to ensure that we maintain a welcoming space that fosters understanding and respect, and that all of the following Codes of Conduct are upheld and clearly communicated to everyone. 

 

ANTI-RACISM PRINCIPLES & POLICY

S&F respects the traditions and histories of all individuals and communities, and supports their cultural practices and the specificity of their experiences. S&F supports the rights of its employees and community members to work in and enjoy creative spaces that are free from racism, bias, discrimination, and harassment. Therefore, S&F will not tolerate direct or indirect, blatant or inferred, intentional or unintentional acts of racism including racial discrimination, bias, antagonism, harassment, unauthorized investigating, or ill-intended, racially-motivated inequity of any sort, under any circumstance.

                        

ANTI-SEXUAL HARASSMENT PRINCIPLES & POLICY

Sexual harassment of any community member in any form is unacceptable conduct, which will not be tolerated. Sexual harassment includes unwelcome sexual advances, requests for sexual favors, and other verbal, visual or physical conduct of a sexual nature. No supervisor or other employee shall threaten or insinuate, either explicitly or implicitly, that another employee's or applicant's refusal to submit to sexual advances will adversely affect that person’s employment, work status evaluation, wages, advancement, assigned duties, shifts, or any other condition of employment or career development. Similarly, no employee shall promise, imply or grant any preferential treatment in connection with another employee or applicant engaging in sexual conduct. Sexual harassment can also include unwelcome sexual flirtations, advances or propositions, verbal abuse of a sexual nature, subtle pressure or requests for sexual activities, unnecessary touching of an individual, graphic verbal commentaries about an individual's body, sexually degrading words used to describe an individual; a display in the workplace of sexually suggestive objects or pictures, sexually explicit or offensive jokes, or physical assault.

 

ANTI-HARASSMENT / ANTI-BULLYING PRINCIPLES & POLICY

S&F is committed to a work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere that prohibits unlawful discriminatory practices including harassment and retaliation. Harassment on the basis of any characteristic or quality is strictly prohibited. Under this policy, harassment is verbal, written or physical conduct that denigrates or shows hostility or aversion toward an individual because of his or her race, color, religion, sex, sexual orientation, gender identity or expression, national origin, age, disability, marital status, citizenship, genetic information, or any other characteristic protected by law, or that of his/her/their relatives, friends or associates, and that: a) has the purpose or effect of creating an intimidating, hostile or offensive work environment, b) has the purpose or effect of unreasonably interfering with an individual’s work performance, or c) otherwise adversely affects an individual’s employment opportunities.

 

WHISTLEBLOWER & ANTI-RETALIATION POLICY

S&F is committed to maintaining a work environment where employees are free to voice good faith concerns regarding S&F’s business practices, including without limitation reporting suspected violations of S&F’s workplace policies or reporting fraudulent activities, accounting or auditing irregularities, or other improprieties in S&F’S fiscal management. This policy enables employees to raise concerns internally prior to seeking resolution outside the organization. 

 

Therefore, if any employee reasonably believes that some policy, practice, or activity of S&F is in violation of law, a written complaint may be filed by that employee with the Artistic Director.It is the intent of S&F to adhere to all laws and regulations that apply to the organization, and the underlying purpose of this Policy is to support the organization's goal of legal compliance. The support of all employees is necessary to achieve compliance with various laws and regulations. An employee is protected from retaliation only if the employee brings the alleged unlawful activity, policy, or practice to the attention of S&F as outlined in 

 

the Employee Handbook, and provides S&F with a reasonable opportunity to investigate and correct the alleged unlawful activity. The protection described below is only available to employees that comply with this requirement.

 

S&F will not retaliate against an employee who, in good faith, has made a protest or raised a complaint against some practice of S&F, or of another individual or entity with whom S&F had a business relationship, on the basis of a reasonable belief that the practice is in violation of law or a clear mandate of public policy or S&F’s policies. S&F will not retaliate against an employee who discloses or threatens to disclose to a supervisor or a public body any activity, policy, or practice of S&F that the employee reasonably believes is in violation of a law, or a rule, or regulation mandated pursuant to law or is in violation of a clear mandate or public policy concerning health, safety, welfare, or protection of the environment.