Taffety Punk Theatre's Discrimination and Harassment Policy

Discrimination, Harassment, and Misconduct Policy and Procedure
Introduction
Taffety Punk Theatre Company (“Taffety Punk”) strives to cultivate an avant-garde and unrestrained
creative environment that is characterized by mutual trust and artistic freedom. As a company and a
community, we represent, uplift, and embrace humans from all walks of life. Our art is open all artists and
audiences, across all races, ethnicities, nationalities, ages, sexual orientations, gender identities and
expressions, physical and mental abilities, parental obligations, socioeconomic needs, and religious or
political beliefs.
We recognize that in order to create truly radical — and radically inclusive — art, our people and spaces
must be free from all forms of intimidation, oppression, exploitation, humiliation, discrimination, and
harassment. All members of our community must work together to create a safe space for each other by
treating everyone who joins us on this journey with dignity, decency, honesty, and respect.
To ensure that Taffety Punk remains a supportive and equitable collective, we pledge to implement
innovative, progressive, and evidence-based methods for protecting our community from physical and
emotional harms and adapting our practices where appropriate and necessary to ensure the safety,
transparency, and inclusivity of all Taffety Punk programs.
Purpose
In order to ensure these goals are met, Taffety Punk hereby adopts and pledges to implement consistently
this Discrimination, Harassment, and Misconduct Policy (hereinafter “the Policy”). Pursuant to the
following guidance, requirements, exclusions, and procedures, Taffety Punk prohibits discrimination,
harassment, and other forms of misconduct, based in whole or in part on actual or perceived race, color,
religion, national origin, age, sex, gender identity or expression, sexual orientation, sexual history, marital
status, familial status and responsibilities, personal appearance, disability, genetic information, level of
education, political affiliation, veteran status, or any other characteristic protected by the laws of the
District of Columbia, Maryland, Virginia, or the U.S. government.
Such discrimination or harassment constitutes inappropriate and abusive conduct that runs contrary to
the mission of Taffety Punk and the safety of its participants. Failure to comply with and abide by the
expectations set forth in this Policy will result in remedial action up to and including termination or
prohibition from Taffety Punk programs, activities, and communications.
Covered Entities and Individuals
All persons participating in any event or communication venue that is sponsored by, hosted by, or
otherwise under the authority or auspices of Taffety Punk (hereinafter “participants”), including but not
limited to all staff, directors, practicing artists, stage managers, choreographers, crew members, house
Adopted September 2022 1 of 9 Last updated September 13, 2022

managers, consultants, box office associates, trustees, donors, volunteers, audience members,
independent contractors, and employees of third-parties doing business with Taffety Punk, must comply
with all provisions of this Policy and shall take appropriate measures to ensure that all occurrences of
prohibited behavior or conduct are reported in a timely manner according to the procedures detailed
below.
Covered Venues
Taffety Punk is committed to providing a healthy and respectful environment for everyone involved in
bringing its mission to life. Therefore, this Policy extends to any on-site, off-site, or virtual Taffety Punk
events, including but not limited to:
● Rehearsals and performances
● Opening/closing night parties
● Video and photo shoot locations
● Fundraising events
● Talkbacks
● Promotional events
● Social events connected to or
affiliated with Taffety Punk
programs
Prohibited Conduct
Each Taffety Punk participant must exercise their own good judgment to avoid engaging in conduct that
may be perceived by others as discriminatory, harassing, threatening, bullying, retaliatory, or otherwise
unwelcome or hostile. Conduct or behavior that is prohibited within Taffety Punk-associated programs,
activities, communications, and venues includes but is not limited to:
Discriminatory Speech
Disparaging, demeaning, or offensive remarks made about or directed at any individual or
group on the basis of actual or perceived race, gender, gender identity and expression,
sexual orientation, disability, physical appearance, body size, age, religion, marital status, or
veteran status, or any other characteristic which is legally protected or is otherwise
enumerated herein or referenced in any other policy adopted by Taffety Punk.
Threatening Conduct
Intimidation, threats, or stalking; unwelcome following, photography, or recording;
unwelcome or violent physical contact; or any other verbal or physical conduct intended to
threaten, intimidate or coerce.
Harassment
Harassment includes any comments or conduct initiated by one person towards another

which causes discomfort, distress, and/or embarrassment; has the effect of unreasonably
interfering with the person’s work; or creates an intimidating, humiliating, hostile or
offensive environment for the intended recipient of such comments or conduct or any
other person who has borne witness to such incidents. Harassment also includes “quid pro
quo” or “hostile work environment” sexual harassment, as defined by the U.S. Equal
Employment Opportunity Commission.
Verbal harassment generally includes comments that are offensive or unwelcome
regarding a person’s nationality, origin, race, color, religion, sex, gender expression, sexual
orientation, age, body, disability, or appearance. These comments may include epithets,
slurs, negative stereotypes, threats, and sexual advances. Non-verbal harassment is
sometimes harder to define or identify, but may include the 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.
All forms of harassment, including sexual harassment and bullying, are prohibited under
this policy. Such prohibited harassment may include:
● Inappropriate, obscene, hostile, or discriminatory gestures, comments,
stories, jokes, or actions that cause humiliation, mental or emotional
distress, or offense;
● Comments and/or jokes about a person’s body, attire, gender, race,
sexual orientation, or other protected trait;
● Unwanted touching and/or inappropriate physical contact;
● Unwelcome enquiries or comments about a person’s gender identity or
expression, sexual orientation, sexual preferences, or sexual history;
● Unwanted or unwelcome sexual propositions or advances, including
insinuating or sexualized remarks;
● Unwanted or unwelcome leering, ogling, or otherwise suggestive,
objectifying, or insulting sounds or comments;
● Distribution or discussion of any sexually explicit material that is not
narrowly and appropriately tailored to the subject matter or substance
of the piece being rehearsed or performed;
● Sending overly personal or suggestive communications without the
consent of the recipient;
● Recording, by any means, within a dressing room without the prior
consent of all individuals present, whether or not those recordings or
photos are posted online or shared with others;
● Promises of social or professional advantage in return for sexual
concessions of any kind;

● Any form of intimidation;
● Any direct threats to cause harm or any physical attacks; and
● Insults, threats of force or disadvantage, or displays of physical force.
Please note that this list is not exhaustive and is not intended to constitute a full or
complete list of possible violations under this Policy.
Retaliation
Retaliation against any individual who complains of or reports behavior or conduct
prohibited under this Policy is strictly forbidden and is considered prohibited conduct
under this policy. Any allegations of retaliation will be investigated and handled using the
same procedures described above. All persons accused or suspected of taking adverse
action against an individual who engaged in protected activity under this Policy shall be
sequestered from the investigation of such allegations, except insofar as their cooperation
is required by Taffety Punk staff or Board members to conduct a fair and impartial
investigation of those claims.
Complaint Reporting and Investigation Procedure
Taffety Punk establishes the following procedure for reporting, investigating, and resolving alleged
violations of this Policy in a timely, thorough, and impartial manner. All complaints of discriminatory,
harassing, threatening, bullying, retaliatory, or otherwise inappropriate or unwelcome behavior shall be
taken seriously, treated with sensitivity and appropriate discretion by all participants, and addressed
without undue delay. The confidentiality of those involved in a particular incident or complaint and any
related investigation shall be respected to the greatest extent reasonably practicable and consistent with
Taffety Punk’s legal and ethical obligations.
Taffety Punk recognizes that experiencing and processing discrimination, harassment, and misconduct can
be complex, and thoughts and feelings around a particular incident may change throughout the reporting
and investigation process. Therefore, the advancement of a complaint to the mediation or investigatory
stages of this procedure should be agreed to by the complaining party, except where alerting law
enforcement or emergency services may be required by law.
Taffety Punk further recognizes that documenting inappropriate conduct is important to track behavioral
patterns, even if the complainant does not want to engage in further action related to their complaint.
Therefore, we are committed to maintaining a secure record of every complaint submitted or incident
reported under this Policy to help identify patterns of behavior.
The following sections detail the procedure for reporting, investigating, and resolving violations of this
Policy. Please refer to the attached Flow Chart for a visual representation of the stages described below.
(See Attachment A, Flow Chart.)

STAGE 1
Many concerns can be addressed and resolved through direct conversations between the parties involved
and we encourage participants to resolve conflicts in this manner, where such resolution is safe and
appropriate.
In many cases, “calling someone in” may be what is needed to resolve a conflict. Therefore, in the event
that a Taffety Punk participant observes or experiences instances of bias, discrimination, intolerance,
harassment, bullying, or other conduct in violation of this Policy, the participant shall take appropriate
measures to calmly, firmly, and respectfully (i.e., without the use of insults or personal attacks) inform the
person(s) that their actions are unwelcome, unacceptable, and/or wrong, unless the participant feels
intervening in this way would be unsafe for themself or others.
Alternatively, there may be times when it is safer, more appropriate, or necessary to report such conduct
to an individual listed in Stage 2 of this procedure. Nothing in this Policy shall prevent or prohibit an
individual from contacting law enforcement or emergency personnel.
STAGE 2
Any individual who feels harassed, discriminated, threatened, bullied or retaliated against by another
Taffety Punk participant, or who has observed such conduct or behavior that they believe violates the
provisions of this Policy, may file an informal (verbal) or formal (written) complaint with the company’s
Managing Director, Artistic Director, Board of Trustees President, or any individual listed in your
applicable Acknowledgment Agreement.
NOTE
Please refer to the individuals listed in your Acknowledgment
Agreement and contact sheet for the applicable special project or
production for an accurate list of individuals to whom you may
choose to submit a verbal or written complaint under this Policy.
(See Attachment C, Acknowledgment Agreement.)
Moreover, if a full-time or part-time Taffety Punk staff member or Board of Trustees member becomes
aware that behavior or conduct in violation of this Policy has occurred, either from personal observation
or as a result of a participant complaint, that staff or Board member must immediately report the event to
one of the individuals listed above.
If the person filing the complaint (“complainant”) does not feel comfortable disclosing the details of their
complaint with any of the above-listed individuals or if the alleged violation occurs outside the structure
of a production, the complainant may choose to contact any member of the Board of Trustees.
Formal or informal complaints should include any and all relevant and necessary information and
potential witnesses to support the complainant’s allegations. Additional screenshots, photos, videos, or
other documentation of the events described by the complaint (i.e., direct or circumstantial evidence),
where available, may be attached as exhibits. Taffety Punk encourages, but does not require, complainants
to use the attached Complaint Form (See Attachment B, Complaint Form).

STAGE 3
After receiving a formal or informal complaint of a violation of this Policy, the recipient must
immediately refer the complaint to all members of the Board of Trustees who are not involved,
referenced, or implicated in the complaint. Those non-conflicted members of the Board of Trustees
shall promptly review the complaint and any attached evidence.
NOTE
A conflict of interest may arise where an individual’s actual or
perceived financial, supervisory, social, or romantic interests,
relationships, duties, or responsibilities, may reasonably call into
question whether their actions, judgment, and/or
decision-making can be objective. In such situations, the
individual is expected and may be asked to recuse themself from
the matter to avoid the appearance of personal interest or bias
throughout the investigation and resolution of an alleged
violation of this Policy.
Within two (2) days of receiving the complaint, two (2) non-conflicted Board of Trustees members
shall arrange to meet informally with the complainant in a safe, neutral, and confidential
environment to discuss the events detailed in the complaint. The complainant may bring a
colleague, friend, or family member to this meeting.
During this meeting, the non-conflicted Board of Trustees members shall ascertain whether the
complainant would like to:
A. Attend an informal mediation session with the person(s) referenced in their
complaint, which shall be facilitated by a neutral, mutually agreeable company
member to achieve reconciliation and understanding;
B. Decline to escalate the matter and require Taffety Punk to maintain a
permanent record of the complaint (record may be filed anonymously); or
C. Initiate a formal investigation of the allegations contained in their complaint
pursuant to Stages 4 through 8 of this Policy.
STAGE 4
Within five (5) days of receiving the complaint, the non-conflicted Board of Trustees members must
notify the person(s) charged with violating the Policy (“respondent(s)”) and schedule a mediation
session or initiate an investigation of the complaint to determine whether there is a reasonable
basis for believing that the alleged violation occurred.
If the complainant chose to attend a mediation session during their Stage 3 informal meeting, the
non-conflicted Board of Trustees members shall work to schedule a facilitated conversation between
the complainant, respondent, and an objective Company or Board of Trustees member to occur during

a mutually convenient time and in a neutral setting as soon as possible. If the parties are unable to
come to a mutually beneficial plan for moving forward during their mediation session, the complainant
may choose to initiate a formal investigation under this Policy or have Taffety Punk maintain a
permanent record of the complaint.
If the complainant chooses to move forward with a formal investigation of the allegations contained in
their complaint, the non-conflicted Board of Trustees members shall appoint an ad hoc committee
(“Investigative Committee”) consisting of three (3) neutral Board of Trustees members, including at
least one (1) Company member, to investigate the complaint’s allegations according to the procedures
outlined in Stages 5 and 6 of this Policy.
NOTE
In the event that all Board members who are also members of the
Company are conflicted out of participating in the investigation
and resolution of an alleged violation of this Policy, reasonable
efforts should be made to appoint a neutral Company member
who is not on the Board of Trustees to the Investigative
Committee. If these efforts are not successful, three (3) neutral
Board members who are not Company members may serve as
the full Investigative Committee.
STAGE 5
Within fifteen (15) days of the complaint being filed or the matter being referred to the Board of
Trustees, the Investigative Committee shall separately interview the complainant, respondent, and any
relevant witnesses, review any submitted evidence, and conclude the investigation by submitting a
written report of their findings and final recommendations (“Investigative Report”) to the
non-conflicted members of the Board of Trustees.
If the Investigative Committee requires additional time to complete a comprehensive and careful
review of the evidence and obtain witness testimony, they must submit a timely, written request for
an extension of the investigation under this Policy to the non-conflicted Board of Trustees members
and receive formal (written) approval prior to ten (10) days after the complaint has been filed.
STAGE 6
Within five (5) days of the conclusion of the investigation, the non-conflicted Board of Trustees
members must:
1. Review the Investigative Report;
2. Meet with the Investigative Committee (as well as the direct supervisor(s) of
either party, where necessary and appropriate) to discuss their findings and
recommendations; and
3. Separately notify the complainant and respondent of the Investigative
Committee’s findings and any recommended corrective action(s), which may
be therapeutic, educational, remedial, or disciplinary in nature.

If it is determined that a violation of this Policy has occurred, the non-conflicted Board of Trustees
members shall recommend appropriate corrective action(s). The precise corrective action(s) shall be
determined based on the following factors:
A. The severity, frequency, and pervasiveness of the conduct;
B. Prior relevant complaints made by the complainant;
C. Prior complaints made against the respondent; and
D. The totality of the available evidence (e.g., first-hand knowledge, credible corroboration,
photos, videos, screenshots, and other forms of direct or circumstantial evidence).
STAGE 7
Within five (5) days of receiving notice of the findings and recommendations, the complainant and
respondent may submit statements challenging the factual basis of the investigation’s findings
and/or the nature, severity, or duration of any recommended corrective action(s).
STAGE 8
Within five (5) days from the receipt of any statement(s) from the parties, the non-conflicted Board of
Trustees members must review the Investigative Report and subsequent party statements and draft a
report of their final decision. The company’s final decision shall be in writing and must include findings
of fact and a statement for or against corrective action.
NOTE
If the recommended action(s) include the termination or
prohibition of the respondent, the non-conflicted Board of
Trustees members must vote whether to: (1) adopt the findings of
fact, and (2) approve the recommended disciplinary action(s).
Voting may occur electronically and must be completed within
48 hours of receiving both parties’ statements or the conclusion
of the 5-day period after providing notice to the parties,
whichever is shorter.
The non-conflicted Board of Trustees members shall report the final decision to the complainant, the
respondent, and all necessary management staff assigned to the department(s) in which the
complainant and/or the respondent work. A record of the final decision shall be maintained in Taffety
Punk’s permanent files.
Nothing in this policy shall prevent any party from pursuing formal legal
remedies or resolution through local, state, or federal agencies or courts.
(Continued on next page.)

Distribution of Policy
This Policy shall be posted in full on Taffety Punk’s website and shall be incorporated by reference in
every contract Taffety Punk enters into, as well as within the terms and conditions of all Taffety Punk
ticket sales and all production programs.
Additionally, every member of the Board of Trustees, production and artistic teams, cast, crew, staff,
volunteers, and independent contractors are further obligated to acknowledge that they received and
reviewed the foregoing Policy and agree to comply with its requirements and procedures. All
aforementioned individuals must sign the attached Acknowledgement Agreement and submit it to the
Board of Trustees before they may be allowed to participate in any activities or communications
related to any Taffety Punk production or event (See Attachment C, Acknowledgment Agreement).

STAGE 2
Community member observes
behavior they believe constitutes
discrimination, harassment,
and/or threatening conduct
Incident
Occurs
STAGE 1
STAGE 3
STAGE 4
STAGE 5
STAGE 6
STAGE 7
STAGE 8
neutral Board
members hold an
informal meeting
with complainant
and a friend
neutral Board
members move
forward with
complainant's
preferred action:
Investigative
Committee of Board
members reviews
evidence, interviews
witnesses
Investigative
Committee
completes report of
final findings &
recommendations
complainant and
respondent may
challenge the
report in writing
neutral Board
members decide what
action may be taken,
up to and including
termination or
removal
"call in" the person
in the moment
(where safe and
appropriate)
submit a verbal or
written complaint
to one of the 6
listed individuals
Investigation Mediation No Action

Complaint Form
This form may be used by reporting individuals or complainants who wish to file a complaint of discrimination,
sexual harassment, and/or threatening conduct pursuant to Taffety Punk’s Discrimination, Harassment, and
Misconduct Policy and Procedure (“the Policy”). This Policy prohibits retaliation against any person who reports
misconduct, assists someone making such a report, participates in any manner in an investigation or resolution of
a misconduct complaint, seeks interim or supportive measures or accommodations pursuant to the Policy, or
opposes in a reasonable manner an act or policy believed to constitute a violation of the Policy.
Name of Complainant (optional): ________________________________________________________
Type of Complaint:
Discrimination Harassment Threats or Violence
Other: ___________________________
Basis of Complaint:
Race
Religion
National Origin
Age
Disability
Physical
Appearance
Sex
Gender Identity or
Expression
Sexual Orientation or
Preference
Pregnancy
Marital Status
Parental Status
Veteran Status
Level of Education
Assault/Violence
Retaliation
Other: ____________________
_____________________________
1. Your complaint of misconduct is made about:
Name: ________________________________________________________
Title/Role: ________________________________________________________
Relationship to you:
Supervisor Subordinate Castmate
Other: ___________________________
2. Please describe what happened and how it is affecting you and your work or experience with
Taffety Punk. Please use additional sheets of paper if necessary and attach any relevant documents
or evidence.

3. Date(s) misconduct occurred: _______________________
Is the misconduct continuing or of a continuing nature? (Circle one) Yes / No
4. Has anyone witnessed the alleged behavior? (Circle one) Yes / No
5. Please list the name and contact information of any witnesses or individuals who may have information
related to your complaint:
6. Did you take any action to stop the alleged behavior? (Circle one) Yes / No
7. If yes, please summarize the action taken:
The following questions are optional:
8. Have you previously complained or provided information (verbal or written) about related incidents?
If yes, when and to whom did you complain or provide information?
9. How would you like to see the situation resolved?
10. Additional information or comments:

I feel that a formal complaint is appropriate to resolve the discrimination and harassment I allege in this
complaint. I am aware that several options are available to me to resolve my complaint, including
mediation and formal investigation. I understand that I may have rights to relief under the state and
federal laws, and that complaints of discrimination may be filed with state and federal civil rights
agencies. I agree to cooperate within reason with any investigation conducted by Taffety Punk into this
matter.
_________________________________
Signature
______/______/__________
Date
Please return this form to:
Taffety Punk’s Managing Director, Artistic
Director, Board of Trustees President, or any
individual listed in your applicable
Acknowledgment Agreement. If you feel
uncomfortable returning this form to any of the
above-listed individuals, please submit it to any
member of the Board of Trustees.

Acknowledgment Agreement
Taffety Punk Theatre Company strives to cultivate an avant-garde and unrestrained creative environment
that is characterized by mutual trust and artistic freedom. As a company and a community, we represent,
uplift, and embrace humans from all walks of life. Our art is open to all artists and audiences, across all
races, ethnicities, nationalities, ages, sexual orientations, gender identities and expressions, physical and
mental abilities, parental obligations, socioeconomic needs, and religious or political beliefs.
Taffety Punk is committed to providing a healthy, respectful, transparent, and radically inclusive
environment for everyone involved in bringing our mission and art to life. In accordance with our mission
and values as a company, we affirm that everyone participating in Taffety Punk programs, productions,
events, or communications must comply with the requirements and procedures detailed in our full
Policy Against Discrimination and Harassment, including:
● Staff
● Artists
● Writers
● Directors
● Designers
● Stage managers
● Choreographers
● Crew members
● House managers
● Box office associates
● Trustees
● Donors
● Volunteers
● Audience members
● Independent contractors
● Employees of third-parties or
consultants doing business
with Taffety Punk
Pursuant to this Policy, all forms of intimidating or threatening conduct, violence, oppression,
exploitation, humiliation, discrimination, harassment, bullying, or retaliation will not be tolerated
within all on-site, off-site, or virtual Taffety Punk spaces, such as:
● Talkbacks
If you observe or experience any conduct you believe may violate this Policy, please take appropriate
measures to calmly, firmly, and respectfully call in your fellow Punk in the moment and explain how their
comments or actions may be offensive, unwelcome, unacceptable, inappropriate, or cause harm to fellow
Taffety Punk participants. If calling the person in is not practicable or effective, you may choose to
submit a verbal or written complaint to one or more of the following individuals:
Director
[FULL NAME]
[PHONE NUMBER]
[EMAIL ADDRESS]
Stage Manager
[FULL NAME]
[PHONE NUMBER]
[EMAIL ADDRESS]
House Manager
[FULL NAME]
[PHONE NUMBER]
[EMAIL ADDRESS]
Board Rep.
[FULL NAME]
[PHONE NUMBER]
[EMAIL ADDRESS]
Company Rep.
[FULL NAME]
[PHONE NUMBER]
[EMAIL ADDRESS]
[PRODUCTION NAME] 1 of 2 [DATE OF DISTRIBUTION]

Shortly thereafter, members of the Board of Trustees who are not implicated in the complaint will arrange
to meet informally with you in a safe, neutral, and confidential environment to discuss the events detailed
in your complaint and ask whether you would like to:
A. Attend an informal mediation session with the person(s) referenced in
their complaint facilitated by a neutral, mutually agreeable Company
member;
permanent record of your complaint; or
C. Initiate a formal investigation of the alleged violation, as detailed in the
full Discrimination, Harassment, and Misconduct Policy.
If you choose Option C, an Investigative Committee of two (2) neutral Taffety Punk Company members
and two (2) neutral Board of Trustees members will conduct witness interviews, complete a
comprehensive review of all available evidence, and summarize their findings of fact and
recommendations for any appropriate corrective action(s) in an Investigative Report. This report will be
shared with you, the person(s) who are the subject of your complaint, and the Board of Trustees. You
and the other party will then have an opportunity to challenge the findings or recommendations before
the Board of Trustees makes a final decision to resolve the complaint.
I hereby acknowledge that I have received and read Taffety Punk’s Policy Against
Discrimination and Harassment in its entirety and that I fully understand and comprehend
the objectives, requirements, and procedures it details. I agree to comply with each
provision of the Policy and commit myself to upholding the values of dignity, decency, and
respect it espouses in every aspect of my participation in Taffety Punk events, activities,
and communications. I understand that failure to comply with the Policy could result in
disciplinary action up to and including termination or prohibition from Taffety Punk
programs and communications.
_________________________________________________
Full Name
______________________________________________________
Signature
_______ / _______ / _____________
Date
[PRODUCTION NAME] 2 of 2 [DATE OF DISTRIBUTION]

Taffety Punk Theatre Company strives to cultivate an avant-garde and unrestrained creative environment
that is characterized by mutual trust and artistic freedom. As a company and a community, we represent,
uplift, and embrace humans from all walks of life. Our art is open to all artists and audiences, across all
races, ethnicities, nationalities, ages, sexual orientations, gender identities and expressions, physical and
mental abilities, parental obligations, socioeconomic needs, and religious or political beliefs.
Taffety Punk is committed to providing a healthy, respectful, transparent, and radically inclusive
environment for everyone involved in bringing our mission and art to life. In accordance with our mission
and values as a company, we affirm that everyone participating in Taffety Punk programs, productions,
events, or communications must comply with the requirements and procedures detailed in our full
Policy Against Discrimination and Harassment, including:
● Staff
● Artists
● Writers
● Directors
● Designers
● Stage managers
● Choreographers
● Crew members
● House managers
● Box office associates
● Trustees
● Donors
● Volunteers
● Audience members
● Independent contractors
● Employees of third-parties or
consultants doing business
with Taffety Punk
Pursuant to this Policy, all forms of intimidating or threatening conduct, violence, oppression,
exploitation, humiliation, discrimination, harassment, bullying, or retaliation will not be tolerated
within all on-site, off-site, or virtual Taffety Punk spaces, such as:
● Talkbacks
If you observe or experience any conduct you believe may violate this Policy, please take appropriate
measures to calmly, firmly, and respectfully call in your fellow Punk in the moment and explain how their
comments or actions may be offensive, unwelcome, unacceptable, inappropriate, or cause harm to fellow
Taffety Punk participants. If calling the person in is not practicable or effective, you may choose to
submit a verbal or written complaint to one or more of the following individuals:
Managing Director
[FULL NAME]
[PHONE NUMBER]
[EMAIL ADDRESS]
Artistic Director
[FULL NAME]
[PHONE NUMBER]
[EMAIL ADDRESS]
Site Manager
[FULL NAME]
[PHONE NUMBER]
[EMAIL ADDRESS]
Board Rep.
[FULL NAME]
[PHONE NUMBER]
[EMAIL ADDRESS]
Company Rep.
[FULL NAME]
[PHONE NUMBER]
[EMAIL ADDRESS]
[SPECIAL PROJECT NAME] 1 of 2 [DATE OF DISTRIBUTION]

Shortly thereafter, members of the Board of Trustees who are not implicated in the complaint will arrange
to meet informally with you in a safe, neutral, and confidential environment to discuss the events detailed
in your complaint and ask whether you would like to:
A. Attend an informal mediation session with the person(s) referenced in
their complaint facilitated by a neutral, mutually agreeable Company
member;
permanent record of your complaint; or
C. Initiate a formal investigation of the alleged violation, as detailed in the
full Discrimination, Harassment, and Misconduct Policy.
If you choose Option C, an Investigative Committee of two (2) neutral Taffety Punk Company members
and two (2) neutral Board of Trustees members will conduct witness interviews, complete a
comprehensive review of all available evidence, and summarize their findings of fact and
recommendations for any appropriate corrective action(s) in an Investigative Report. This report will be
shared with you, the person(s) who are the subject of your complaint, and the Board of Trustees. You
and the other party will then have an opportunity to challenge the findings or recommendations before
the Board of Trustees makes a final decision to resolve the complaint.
I hereby acknowledge that I have received and read Taffety Punk’s Policy Against
Discrimination and Harassment in its entirety and that I fully understand and comprehend
the objectives, requirements, and procedures it details. I agree to comply with each
provision of the Policy and commit myself to upholding the values of dignity, decency, and
respect it espouses in every aspect of my participation in Taffety Punk events, activities,
and communications. I understand that failure to comply with the Policy could result in
disciplinary action up to and including termination or prohibition from Taffety Punk
programs and communications.
_________________________________________________
Full Name
______________________________________________________
Signature
_______ / _______ / _____________
Date
[SPECIAL PROJECT NAME] 2 of 2 [DATE OF DISTRIBUTION]

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