HAPPIER VALLEY COMEDY Leadership
Anti-Harassment & Issues of Respect Policy
introduction
Happier Valley Comedy, Inc. is a 501(c)3 nonprofit organization that brings laughter, joy, and ease to Western Massachusetts (and the world) through the principles of improvisation. We serve up the happy through our training center, shows, and professional/personal development programs. HVC is committed to using the tenets of improvisation as a tool to amplify each person’s authentic voice and creativity in an inclusive, welcoming community inspired and empowered by the diversity of all members.
HVC is committed to these Core Values:
Follow the Joy and Ease
Assume Good Will
Be of Service
Redefine and Disempower Failure
Play More
Follow the Joy and Ease
Assume Good Will
Be of Service
Redefine and Disempower Failure
Play More
In order to achieve these goals, Happier Valley Comedy strives to create and maintain a respectful, warm, and welcoming environment in which people of all backgrounds can thrive. We are committed to maintaining a community space free from harassment. This includes any kind of discrimination based on:
In order to maintain a respectful environment, we will strive to support the right to freedom from discrimination and harassment, as well as the obligation to refrain from engaging in harassment or discriminatory behavior, extends to all persons who are in the building or who participate in Happier Valley Comedy programs, including:
Appropriate actions will be taken against anyone who violates this policy. Based on the seriousness of the offense, appropriate action may include verbal or written feedback with individuals involved and/or all parties impacted, suspension or termination of employment for employees, or severance of relationship for volunteers. Happier Valley Comedy also reserves the right to ask audience members or students to leave for causes related to this policy.
- Age, Creed (Religion), Sex, Sexual orientation, Gender identity, Gender expression, Family status, Marital status, Physical and/or mental ability, Race, Ancestry, Place of origin, Ethnic origin, Citizenship, Color, Military service, Criminal record
- Association or relationship with a person identified by one of the above
- A perception that one of the above applies
In order to maintain a respectful environment, we will strive to support the right to freedom from discrimination and harassment, as well as the obligation to refrain from engaging in harassment or discriminatory behavior, extends to all persons who are in the building or who participate in Happier Valley Comedy programs, including:
- All employees, contractors, performers, teachers and guest instructors, volunteers, students, board members, service providers, and audience members
- All employees, staff and volunteers, regardless of their positions, are expected to comply with this policy and to take appropriate measures to ensure that prohibited conduct does not occur
Appropriate actions will be taken against anyone who violates this policy. Based on the seriousness of the offense, appropriate action may include verbal or written feedback with individuals involved and/or all parties impacted, suspension or termination of employment for employees, or severance of relationship for volunteers. Happier Valley Comedy also reserves the right to ask audience members or students to leave for causes related to this policy.
definition of harassment
For the purposes of this policy, harassment is defined as unsolicited, unwanted and unwarranted physical harassment, jest or innuendo, verbal harassment, visual harassment, and sexual harassment. The following examples of harassment are intended to be guidelines and are not exclusive when determining whether there has been a violation of this policy:
- Verbal harassment includes comments that are offensive or unwelcome regarding a person’s age, nationality, origin, race, color, religion, gender, sexual orientation, age, body, physical ability, socio-economic or educational status, family or marital status, or appearance, including epithets, slurs and negative stereotyping.
- Nonverbal harassment includes 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 because of national origin, race, color, religion, age, gender, sexual orientation, pregnancy, appearance, physical ability, sexual identity, marital or other protected status.
- Physical harassment includes jostling, slapping, hitting, striking, pushing, punching, kicking, and any unwanted physical contact that is not perceived to be of a sexual nature.
- Verbal sexual harassment includes innuendos, suggestive comments, or jokes of a sexual nature after being asked to stop or being made aware of someone’s discomfort; sexual propositions, lewd remarks and threats; requests for any type of sexual favor (this includes repeated, unwelcome requests for dates); and verbal abuse or “kidding” that is oriented toward a prohibitive form of harassment, including that which is sexual in nature and unwelcome.*
- Non-verbal sexual harassment includes the distribution, display or discussion of any written or graphic material, including calendars, posters and cartoons that are sexually suggestive or show hostility toward an individual or group because of sex; suggestive or insulting sounds; leering; staring; whistling; obscene gestures; content in letters and notes, facsimiles, e-mail, photos, text messages, tweets and internet postings; or other form of communication that is sexual in nature and offensive.*
- Physical sexual harassment includes unwelcome, unwanted physical contact, including touching, tickling, pinching, patting, brushing up against, hugging, cornering, kissing and fondling and forced sexual intercourse or assault.
*Courteous, mutually respectful, pleasant, non-coercive interactions between employees and/or volunteers, of all genders and identities, that are appropriate in the workplace and acceptable to and welcomed by both parties are not considered to be sexual harassment.
Our community is a place that fosters social as well as professional connections. Therefore, personal and professional lines sometimes intersect. That said, Happier Valley Comedy strongly discourages romantic or sexual relationships between:
Such relationships tend to create compromising conflicts of interest or the appearance of such conflicts. In addition, such a relationship may give rise to the perception by others that there is favoritism or bias. Moreover, given the uneven balance of power within such relationships, they may be viewed by others or, at a later date by the staff member or student themselves, as involving some kind of coercion or intimidation. The atmosphere created by such appearances of bias, favoritism, intimidation, coercion or exploitation undermines the spirit of trust and mutual respect that is essential to a healthy work environment. If any employee or instructor enters into a consensual relationship that is romantic or sexual in nature with a member of their staff or a student, the parties should notify HVC leadership. If any cause for concern is identified, cases will be handled on an individual basis in accordance with the general policy.
- A manager or other supervisory employee and their staff (an employee or volunteer who reports directly or indirectly to that person)
- Teachers and students
Such relationships tend to create compromising conflicts of interest or the appearance of such conflicts. In addition, such a relationship may give rise to the perception by others that there is favoritism or bias. Moreover, given the uneven balance of power within such relationships, they may be viewed by others or, at a later date by the staff member or student themselves, as involving some kind of coercion or intimidation. The atmosphere created by such appearances of bias, favoritism, intimidation, coercion or exploitation undermines the spirit of trust and mutual respect that is essential to a healthy work environment. If any employee or instructor enters into a consensual relationship that is romantic or sexual in nature with a member of their staff or a student, the parties should notify HVC leadership. If any cause for concern is identified, cases will be handled on an individual basis in accordance with the general policy.
OTHER areas of concern
If an incident occurs that doesn’t qualify as harassment but nonetheless violates our core values or causes concern, we invite you to let us know by any of the three reporting procedures outlined below. Remember: “Better out than in.” We can only be of service to you if we know about troubling issues.
Though communication about concerns and harassment are always encouraged, HVC leadership won’t necessarily respond to or investigate concerns that occur outside of the HVC Theater.
Though communication about concerns and harassment are always encouraged, HVC leadership won’t necessarily respond to or investigate concerns that occur outside of the HVC Theater.
how do i report my concerns?
Your feedback is an essential element of this policy and a vital step in our goal to create a respectful, welcoming community. There are three options for reporting your concerns:
Happier Valley Comedy is strongly committed to making it as easy as possible for anyone in our community to report any concerns they may have at any time. Happier Valley Comedy will treat any person who invokes these reporting procedures with care, and the company will handle all concerns swiftly and confidentially to the extent possible in light of the need to take appropriate corrective action. Reporting a concern will in no way be used against the reporter or have an adverse impact on the reporter’s employment or participant status. However, repeatedly reporting groundless concerns or reporting with undue malicious intent is an abuse of this policy and will be treated as a violation.
Employees are required to report any workplace harassment immediately. Any employee who is aware of such verbally or physically abusive conditions should report such activity immediately, whether they are involved in the incident or not. Other members of the community are encouraged to report incidents that they are aware of as soon as possible.
- Speak directly to HVC’s President and/or Artistic Director in person or through email.
- Pam Victor, President/Head of Happiness
- Scott Braidman, General Manager/Artistic Director
- If you’d like to send a letter, our address is 1 Mill Valley Rd, Ste B, Hadley, MA 01035
- Reach out to one of our Board Members
- Use our anonymous online reporting form (Note: Using the anonymous form means you won’t receive any updates about actions or investigations we take based on your concern.)
- Reach out to our Impartial Mediator, Elizabeth Solomon
Happier Valley Comedy is strongly committed to making it as easy as possible for anyone in our community to report any concerns they may have at any time. Happier Valley Comedy will treat any person who invokes these reporting procedures with care, and the company will handle all concerns swiftly and confidentially to the extent possible in light of the need to take appropriate corrective action. Reporting a concern will in no way be used against the reporter or have an adverse impact on the reporter’s employment or participant status. However, repeatedly reporting groundless concerns or reporting with undue malicious intent is an abuse of this policy and will be treated as a violation.
Employees are required to report any workplace harassment immediately. Any employee who is aware of such verbally or physically abusive conditions should report such activity immediately, whether they are involved in the incident or not. Other members of the community are encouraged to report incidents that they are aware of as soon as possible.
no retaliation
No hardship, loss, benefit, or penalty may be imposed on a community member in response to:
Retaliation or attempted retaliation in response to reporting a concern or invoking the reporting process is a violation of this policy. Any person who is found to have violated this aspect of the policy will be subject to appropriate actions.
- Filing or responding to a concern of discrimination or harassment
- Appearing as a witness in the investigation of a concern
- Assisting with the investigation of a concern
Retaliation or attempted retaliation in response to reporting a concern or invoking the reporting process is a violation of this policy. Any person who is found to have violated this aspect of the policy will be subject to appropriate actions.
our response to concerns
In the reporting of the concern, or additionally to the reporting of the concern, individuals will be asked and allowed as part of the report to convey their opinion of the severity of their concern. Reports will be handled on a case by case basis, and after careful investigation, appropriate actions may include, but are not limited to: a conversation between the person of concern and HVC leadership; interviews with the reporter and any other parties that may have been witness to or have relevant information about the concern in question; conversations with all parties involved and HVC leadership; notification of resolution to the affected parties and/or the entire HVC community; consultation with HVC Board of Directors and/or HVC’s lawyer; and notification of Hadley Town Police or appropriate authorities.
It is our goal to keep this process as transparent as possible to the parties involved and, whenever appropriate and possible, to the greater HVC community. Our investigation and interviews will help inform the level of transparency and will take into account the reporter's wishes (including anonymity) as well as the best practices for our company. Whenever possible, we will provide a follow-up email to the reporter, letting them know what our findings were, what actions we took, and the results of our process. (If an anonymous online report is filed without contact information, we will not be able to update the reporter about the results of their concern.) If appropriate action is taken, all relevant parties to the decision (classmates, castmates, coworkers, etc.) will be notified of the process and why the decision was made.
During the reporting process, the confidentiality of the information received, the privacy of the individuals involved, and the wishes of the reporting person will be protected to the greatest degree possible. The expressed wishes of the reporting person for confidentiality will be considered in the context of the company’s obligation to act on the charge and the right of the charged party to obtain information. In most cases, however, confidentiality will be strictly maintained by the company and those involved in the investigation. In addition, any notes or documents written by or received by the person(s) conducting the investigation will be kept confidential to the extent possible and according to any existing state or federal law.
If action is to be taken, HVC leadership will communicate the decision to the person in question. Whether or not action is taken, the results of conversations, interviews, and investigations will be kept on file and may factor into future concerns and processes.
We reserve the right regardless of the law to uphold and enforce this policy, including matters of respect, even if they don’t violate the law or a state statute but are not in alignment with our organizational values regarding respect in the workplace. Nothing in this policy may prevent the reporter or the respondent from pursuing formal remedies or resolution through local, state or federal agencies or the courts.
We thank you for your commitment to keeping our community safe and welcoming. Please don’t hesitate to contact us with your thoughts and questions
It is our goal to keep this process as transparent as possible to the parties involved and, whenever appropriate and possible, to the greater HVC community. Our investigation and interviews will help inform the level of transparency and will take into account the reporter's wishes (including anonymity) as well as the best practices for our company. Whenever possible, we will provide a follow-up email to the reporter, letting them know what our findings were, what actions we took, and the results of our process. (If an anonymous online report is filed without contact information, we will not be able to update the reporter about the results of their concern.) If appropriate action is taken, all relevant parties to the decision (classmates, castmates, coworkers, etc.) will be notified of the process and why the decision was made.
During the reporting process, the confidentiality of the information received, the privacy of the individuals involved, and the wishes of the reporting person will be protected to the greatest degree possible. The expressed wishes of the reporting person for confidentiality will be considered in the context of the company’s obligation to act on the charge and the right of the charged party to obtain information. In most cases, however, confidentiality will be strictly maintained by the company and those involved in the investigation. In addition, any notes or documents written by or received by the person(s) conducting the investigation will be kept confidential to the extent possible and according to any existing state or federal law.
If action is to be taken, HVC leadership will communicate the decision to the person in question. Whether or not action is taken, the results of conversations, interviews, and investigations will be kept on file and may factor into future concerns and processes.
We reserve the right regardless of the law to uphold and enforce this policy, including matters of respect, even if they don’t violate the law or a state statute but are not in alignment with our organizational values regarding respect in the workplace. Nothing in this policy may prevent the reporter or the respondent from pursuing formal remedies or resolution through local, state or federal agencies or the courts.
We thank you for your commitment to keeping our community safe and welcoming. Please don’t hesitate to contact us with your thoughts and questions
Notice of Nondiscrimination Policy as to students
The Happier Valley Comedy School admits students of any race, color, sexual orientation, gender identity or expression, religious affiliation, age, ability, national and ethnic origin to all the rights, privileges, programs, and activities generally accorded or made available to students at the school. It does not discriminate on the basis of race, color, sexual orientation, gender identity or expression, religious affiliation, age, ability, national and ethnic origin in administration of its educational policies, admissions policies, scholarship and loan programs, and other school-administered programs.
