LAMONDANCE ARTS SOCIETY
Code of Conduct Policy/Staff and Guests
last updated September 1, 2025
Introduction
Lamondance's mission is to promote artistic excellence, creation, production, and performance of contemporary dance. Lamondance pursues this goal through developing and delivering arts programming for the community. Its employees work with volunteers, parents, minors, and young adults. The code of conduct intends to provide guidelines for staff on how to conduct themselves and represent Lamondance in a manner that aligns with Lamondance's goals, values, and profile in the community. This code of conduct applies to all employees and volunteers at Lamondance. Contractors, guests and consultants must comply in the same manner as employees and volunteers. The term "employee" is used throughout this document - for this code of conduct, the term "employee" refers to all those to whom this code applies, as outlined above.
As a Lamondance employee, you are responsible for:
Reading the code of conduct carefully and asking for clarification on anything you do not understand;
Reading and complying with all Lamondance policies and procedures and seeking clarification where necessary;
Reading and complying with updates and changes to policies, programs, and practices;
Using good judgment and exercising appropriate use of your influence and authority in interactions with fellow employees, volunteers, parents, and students;
Supporting your colleagues in helping them understand and behave in accordance with Lamondance's culture and practices.
Procedures
Employees will be provided with a copy of the Code of Conduct during their orientation, at which time they will be asked to review and sign two copies of the Code of Conduct Declaration. The staff member will retain one; the other copy will be placed in their employee file.
Code of Conduct
Professionalism
Teamwork is vital to Lamondance and all employees must fit smoothly into the team. Success in working with parents, volunteers, students, and fellow employees depends upon employee attitudes towards them. It is expected that staff will always maintain professional conduct and a positive attitude with all members of their working environment as per Lamondance's core values and their job descriptions.
Lamondance's core values are as follows:
Integrity.
Honesty.
Fairness.
Accountability.
Honesty.
Diversity and Inclusion.
Learning.
Teamwork.
Passion.
Quality.
Diversity, Equity, and Inclusion (DEI)
DEI Policy Statement
Lamondance is committed to fostering a culture of diversity, equity, and inclusion, where every individual feels a sense of belonging and is empowered to bring their authentic self to work. We believe that a diverse and inclusive workforce is essential for driving innovation, creativity, and business excellence.
Core Principles
This policy is guided by three core principles:
Diversity: We value and celebrate the unique qualities, backgrounds, and perspectives of all people. This includes, but is not limited to, differences in race, ethnicity, gender, sexual orientation, religion, age, physical and mental ability, socioeconomic status, and cultural background.
Equity: We are committed to identifying and removing systemic barriers that may prevent certain groups from achieving their full potential. We will create fair and just opportunities for all employees in areas such as recruitment, professional development, and promotion.
Inclusion: We will create a workplace where every individual is treated with respect and dignity. Our goal is to ensure that all voices are heard, valued, and integrated into our decision-making processes.
Our Commitments
Lamondance is committed to the following actions to support this policy:
Equal Opportunity: We will provide equal opportunities for all employees and job applicants, regardless of background or identity.
Zero Tolerance: We have a zero-tolerance policy for all forms of discrimination, harassment, bullying, and microaggressions.
Training and Education: We will provide ongoing training and education to raise awareness of unconscious bias and promote inclusive behaviors.
Accountability: Leadership and employees at all levels are responsible for upholding this policy. We will regularly review our progress and hold ourselves accountable to our DEI goals.
This policy will be reviewed and updated regularly to ensure it remains relevant and effective.
Personal Appearance
Dress, grooming, and personal cleanliness standards contribute to the morale of all employees and reflect the image that Lamondance presents to the community. During business hours, employees are expected to present a clean and neat appearance and to dress according to the requirements of their position.
Pride of Place
Perceptions of Lamondance are formed by a collective set of interactions with the organization. The appearance and cleanliness of Lamondance facilities are evident and impact visitors, parents, students, and fellow employees. Everyone at Lamondance is responsible for ensuring that our facilities remain organized and clean. Staff assistance to keep Lamondance facilities clean and tidy will contribute to a better workplace.
Security
If you are the last person to leave the building in the evening, ensure that all doors and windows are locked, the lights are turned off, and the security alarm is turned on. If you are working alone in the building at any time, please use extra caution to ensure your safety.
Each staff member is given a key and the security code for the front door alarm. The key and security code are for personal use only. Lost keys or false alarms should be reported to the company's representative.
Honoraria and Gifts
When an employee has been invited by an outside party to participate in an external endeavor as a representative of Lamondance, any honorarium offered shall be paid to Lamondance.
Employees may from time to time be offered gifts or benefits from member organizations or suppliers. Gifts of a nominal value (i.e. less than $20) given in the spirit of appreciation for a job well done are acceptable. Gifts given in expectation of a future favor or consideration should not be accepted. These gifts should be returned with thanks and an indication that the acceptance of gifts is contrary to Lamondance's policy. In all matters relating to the receipt of gifts, discuss the matter with the Board of directors.
Representing Lamondance
All employees are representatives of Lamondance during working hours and at Lamondance functions and are expected to conduct themselves appropriately.
The Designated Spokesperson(s) and the Board of Directors are the only media spokespersons for Lamondance. Employees may represent Lamondance in public, in connection with their job assignment or more generally with the approval of the Board. In the case of a Crisis, the Designated Spokesperson is the only person authorized to speak to the media.
Confidentiality
All employees must have the highest regard for maintaining the confidentiality of information obtained directly or indirectly through their work at Lamondance. This includes information regarding the following persons and organizations:
Volunteers (or "clients")
Member organizations
Other employees
The Board of Directors
Lamondance Students
Except as required or permitted by law, Lamondance will not disclose information without an employee's or parent's consent. This policy applies to the dissemination of information both externally and internally.
In addition, information regarding sources of funding or financing should not generally be disseminated to persons outside of Lamondance unless required by law or with the approval of those sources. Any lists containing names of Lamondance sponsors or donors or volunteers may not be provided to other organizations without the prior permission of the Board of Directors.
Conflict of Interest
Lamondance prides itself on its professional and ethical reputation within the general community. Employees of Lamondance must observe the highest standard of ethics. All employees must avoid any activity or interest that might reflect unfavorably upon their own reputation or that of the integrity and reputation of Lamondance.
Employees must avoid personal conflicts of interest. A conflict of interest occurs when an employee stands to benefit or gain personally from opportunities that belong to or are made possible by the employee's association with Lamondance. If a potential conflict exists because of an employee's personal related interest in a matter, the employee shall advise their manager immediately. The Board of Directors is responsible for final decisions on any potential or actual conflicts of interest.
Intellectual Property
All materials and programs prepared or designed for the use of Lamondance by employees and contractors during, in the course of, or as a result of, employment with Lamondance are the property of Lamondance and cannot be used in any context external to Lamondance without prior written permission of the Board of Directors.
Bullying, Harassment & Discrimination - Staff/Student Relationship Policy Introduction
Lamondance is committed to providing a safe, non-discriminatory, respectful work environment, free of bullying and harassment, where each individual is treated with respect and dignity. Each individual has the right to work in a professional atmosphere that promotes equal opportunities and prohibits discriminatory practices. Bullying and harassment in the workplace is a form of discrimination.
Staff and guest members having contact with students must at all times behave in a manner appropriate to a professional staff/student relationship. At no time should an employee touch or speak to a student inappropriately. In case of rehearsals or creation, the presence of the rehearsal director, rehearsal assistant, or Artistic Director will be required in the studio when a soloist is working with a teacher, guest artist, or choreographer. At no time should an employee have a personal relationship, offsite meeting, or social engagement with a student on a one-on-one basis.
It is the responsibility of all staff to raise concerns about bullying, harassment, and discrimination. It is also the responsibility of all staff to respond to, or not condone, bullying, harassment or discrimination. This policy applies to all staff, including permanent, temporary, casual, contract, and student workers. It applies to interpersonal and electronic communications, such as email.
It is the responsibility of a director, manager, or any person within Lamondance who supervises one or more employees to take immediate and appropriate action to report or deal with incidents of bullying, harassment, and discrimination of any type, whether brought to their attention or personally observed. Under no circumstances should the complaints be dismissed or downplayed.
Lamondance will take whatever action is necessary to correct the situation. These corrective steps may include counseling, reprimand, demotion, suspension, or dismissal of the offender.
Lamondance also considers bullying, harassment, or discrimination by individuals who are not staff as unacceptable and acknowledges its responsibility to support and assist an employee subjected to such bullying, harassment, or discrimination.
Employees who bring forward a complaint under this policy will not be subject to reprisal. However, Lamondance may take appropriate action, including discipline if a complaint is found to be frivolous or vindictive.
Definitions
Bullying and harassment are any behavior that unnecessarily demean, humiliates, or embarrasses a person that a reasonable person should have known would be unwelcome. It includes actions, comments, and displays. It may be a single incident or continue over time. However, appropriate management responses to work issues and/or management critiques of an employee's job performance and/or single instances of disagreements between staff members do not constitute harassment.
Examples of bullying and harassment include verbal aggression or insults, vandalizing personal belongings, spreading rumours, making unwelcome remarks, slurs, jokes, taunts or suggestions about a person's body, clothing, race, colour, place of origin, religion, age, marital status, family status, physical or mental disability, sex, sexual orientation, political belief, or criminal or summary conviction offence unrelated to employment.
Specific Procedures
Complaint Procedure
If an individual(s) believes that they are being bullied, harassed, or discriminated against, they should:
Immediately make the individual(s) aware that the behavior is unwelcome and ask him/her/them to stop. In addition, the employee must complete Lamondance's Workplace Bullying and Harassment Complaint Form and submit it to the manager or the board of directors.
The recipient of the complaint should keep a record of the incidents in question, which may include:
Name(s) of the individual(s) in question
The date, place, and time the incident(s) occurred
Name(s) of any witnesses
The event(s) that led up to the incident(s) in question
Any particular reason why the event(s) occurred
The actual incident that led to the complaint
The confidentiality of the individuals will be maintained. An investigation into the incident(s) will be undertaken immediately, along with any additional steps necessary to resolve the problem. If the employee requires support or advice, they should contact the Artistic Director or the Board of Directors. You may contact the WorkSafeBC prevention information line to report bullying and harassment by the employer (1.888.621.7233) when the employer or supervisor is an alleged bully.
The complainant and the individual in question will both have individual interviews along with any individuals who may be able to provide additional and relevant information. Once all relevant information has been gathered, it will be reviewed with the appropriate departments to determine whether bullying, harassment, or discrimination has taken place. If the investigation reveals the occurrence of harassment or other unacceptable conduct, appropriate disciplinary action up to and including termination will be taken and all documents will be placed in the offender's file.
The complainant will be advised of the results of the investigation and no reference to the incident will appear in their work record.
Should the investigation fail to find fault, all documents will be destroyed and both parties will be notified of the results of the investigation.