Anti-Harassment Policy 

Kempenfelt Community Players Anti-Harassment Policy


The Kempenfelt Community Players (KCP) provides opportunities for members of the community to participate in high-quality productions both on and off stage. As such, KCP endevours to create a space that is welcoming to all, regardless of age, gender, sexual orientation, marital staus, religious affiliation, mental or physical abilities, or ethnic background or race. It is important for all members to feel respected and safe in this creative environment.


Each member of KCP is entitled to engage in an environment free from discrimination and harassment. Each member is equally expected to conduct themselves in a manner that creates such an environment. This policy serves to outline definitions of discrimination and harassment, provide a framework for reporting violations to this policy, and consequences for violating the policy.


The following definitions were taken from the Occupational Health and Safety Act of Ontario.

Workplace violence:

  • The exercise of physical force by a person against a worker, in a workplace, that causes or could cause physical injury to the worker.
  • An attempt to exercise physical force against a worker, in a workplace, that could cause physical injury to the worker.
  • A statement or behaviour that it is reasonable for a worker to interpret as a threat to exercise physical force against the worker, in a workplace, that could cause physical injury to the worker.

Workplace harassment:

  • Engaging in the course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome.
  • Workplace sexual harassment.

Workplace sexual harassment:

  • Engaging in a course of vexatious comment or conduct against a worker in a workplace because of sex, sexual orientation, gender identity or gender expression, where the course of comment or conduct is known or ought reasonably to be known to be unwelcome or
  • Making a sexual solicitation or advance where the person making the solicitation or advance is in a position to confer, grant or deny a benefit or advancement to the worker and the person knows or ought reasonably to know that the solicitation or advance is unwelcome


When a KCP member feels that they have experienced harassment or discrimination of any of the above forms, it is suggested that the individual immediately tell the offending individual(s) directly that the behaviour is unwelcome and request that the behaviour stop, either by speaking directly to the individual(s) or via written format (i.e., email or letter). If the member does not feel comfortable approaching the individual directly, they are encouraged to speak directly with a trusted member of the production team. The member is also encouraged to record details of the encounter(s), including the date/time of the incident and the names of any witnesses present. The member may also choose to submit a formal report to the board of directors. Formal complaints must be made in writing and must include the following information:

  • Names, dates, times, and locations of all incidents of objectionable behaviour including any attempts to informally reconcile with the offending individual.
  • Names of any witnesses present at the incidents.
  • Any other relevant information.

Upon being notified of a formal complaint, a special meeting of the Board of Directors will be convened to discuss the complaint and appoint a lead investigator.
The lead investigator is responsible for the following:

  • Review the harassment policy with the complainant and the accused individually to ensure a clear understanding of the process.
  • Ensure that all parties involved understand that all matters will be discussed confidentially and that those involved should avoid discussions with uninvolved members of KCP.
  • Invite the complainant and accused to have a support person present for all meetings.
  • Meet with the complainant and review all aspects of the allegation.
  • Meet with the accused to obtain their description of the incident and any other relevant information.
  • Meet with any other relevant person named by either the complainant or the accused during their initial meeting, and obtain their description of the incident and any other relevant information.
  • At the lead investigator’s discretion, additional support may be requested from the Board of Directors, such as legal counsel or external expertise.
  • Review all findings with the Board of Directors.
  • Keep all notes, reports, records, and information gathered during the investigation confidential.
  • Notify the appropriate authorities if it is determined that a criminal offence may have been committed.
  • The investigator will make every attempt to complete the investigation within 2 weeks from the time of appointment.


In the event that a formal investigation confirms that harassment or discrimination has occurred, disciplinary action will be taken by the Board of Directors. This action may include any of the following:

  • a formal apology;
  • a formal reprimand;
  • re-assignment; or
  • dismissal.

If the investigation cannot successfully verify the allegations, the investigator will meet with the complainant to advise them as such, and share what conclusions were reached and whether any action has been taken.