POLICY: DISCRIMINATION, HARASSMENT, AND RETALIATION PREVENTION

Orchestra Nova Los Angeles (ONLA) is committed to providing a professional environment free from discrimination, harassment, and retaliation. We strive to maintain an inclusive and respectful workplace for all musicians, staff, volunteers, and contractors. This Equal Employment Opportunity (EEO) policy encourages professional conduct and ensures accountability for misconduct, including violations of this policy.

Scope of Protection

This policy applies to all individuals involved with ONLA, including musicians, staff, volunteers, contractors, and board members. It applies to all professional settings connected to ONLA, including rehearsals, performances, virtual workspaces, social events, and travel.

Prohibited Conduct

ONLA prohibits discrimination and harassment based on characteristics including, but not limited to, race, color, religion, national origin, disability, medical condition, marital status, sex (including pregnancy and related medical conditions), gender, gender identity, sexual orientation, age, military/veteran status, and any other characteristic protected by law.

Discrimination: Unequal treatment in hiring, promotions, or work conditions based on protected characteristics as above.

Harassment: Unwelcome conduct based on protected characteristics, including but not limited to the following:

• Verbal: Slurs, jokes, insults, epithets, gestures, teasing, or bullying.

• Visual: Offensive images, cartoons, emails.

• Physical: Unwelcome touching, blocking movement, physical intimidation.

Sexual Harassment: Unwelcome sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature, including but not limited to the following:

• Quid Pro Quo: Employment and membership decisions based on submission to sexual advances.

• Hostile Work Environment: Conduct that unreasonably interferes with work performance or orchestra membership, or creates an offensive environment, including unwanted advances, sexually explicit remarks, inappropriate touching, or sexually suggestive materials.

Retaliation: Adverse actions against anyone who reports violations of this policy or participates in an investigation.

Reporting Violations

Any individual who experiences or witnesses behavior violating this policy is encouraged to:

1. Speak directly to the offending individual if they feel comfortable doing so.

2. Report the incident to the conductor, orchestra representatives, the president of the board, or the orchestra manager. No chain of command is required.

3. Submit complaints in writing when possible, though verbal reports are also accepted.

4. Complaints may be made anonymously and will be investigated accordingly.

Investigation & Corrective Action

ONLA will promptly investigate all reports with impartiality and confidentiality to the extent possible. Corrective action, including disciplinary measures up to termination, will be taken if misconduct is found. Failure to cooperate in investigations may result in disciplinary action.

Sexual Harassment Training

All ONLA employees must complete sexual harassment prevention training every two years, in accordance with California law.

External Complaints

Individuals may also file complaints with the California Civil Rights Department (www.calcivilrights.ca.gov) or the U.S. Equal Employment Opportunity

Commission (www.eeoc.gov/employees).

ONLA is dedicated to fostering a safe and respectful environment for all members of our musical community. Any questions regarding this policy should be directed to the board president.