Violence and Harassment Policy

The Executive Committee of Theatre Night in Merrickville (TNIM) is committed to the prevention of violence and harassment in all TNIM functions and events. While participation in TNIM events is voluntary the Executive Committee believes that such participation should be enjoyable for all. Violence and harassment is unacceptable from anyone and the TNIM Executive will take all reasonable steps to maintain an environment of respect and professionalism in all TNIM activities.

Participation in TNIM functions is described as any person, whether holding a TNIM membership or not, who is engaged in TNIM activities, whether these activities are in support of TNIM’s objects as registered with the Canada Revenue Agency or not. This policy will also cover those persons who are temporarily on TNIM premises, such as visitors, vendors or audience members.

Violence and harassment are defined as:

  • Hitting
  • Pushing/shoving
  • Kicking
  • The throwing of or intentionally dropping objects on another person
  • Threats of violence directed at another person
  • Verbal abuse
  • Bullying
  • Actions or language intended to humiliate another
  • Unwelcome sexual language or actions
  • Racial slurs or language intended to insult another person’s religion, race, or sexual orientation
  • Actions not listed above and prohibited by the Canadian Charter of Rights and Freedoms, the Canadian Criminal Code and the Ontario Human Rights Act.

Consensual banter and horseplay is not considered harassment; however, should anyone object to receiving such behaviour, or should be suspected to object to such behaviour, any continued incidents of the behaviour will be considered harassment.

The TNIM Executive ensures that any incidents of violence and harassment will be dealt with in a fair and timely manner. All TNIM participants are encouraged to report all incidents of harassment or violence to the TNIM Executive immediately. The privacy of all concerned will be respected as far as is possible while investigating the complaint.


The purpose of the TNIM Violence and Harassment Policy is to ensure that actions and behaviours while participating in TNIM events reflect the professionalism of the group. To this end, the purpose of the Violence and Harassment Policy is to encourage collegial and cooperative behaviour among TNIM participants and to resolve disputes in a manner that is reasonable to all concerned. The Policy is not to be invoked in a petty or vindictive fashion; any persons found using the Policy for this purpose may be subject to the disciplinary actions listed below, on the discretion of the Executive.

Resolution of Complaints:

Upon the receipt of a complaint the Executive Committee will take the following steps immediately in investigating allegations of violence or harassment occurring during a TNIM event:

  • The complainant will supply a detailed report of the event, including the names of witness(es), if possible. At this point the Executive may wish to request that the complainant supply their preferred outcome;
  • The witness(es) will be interviewed to ascertain their version of the incident;
  • The alleged harasser will be interviewed to answer to the allegation;
  • The Executive will weigh the evidence and find either a) that the claim is warranted, b) that there is insufficient evidence to arrive at a conclusion, or c) the claim is unwarranted, frivolous or vindictive;
  • A suitable action will be taken on the resolution of the investigation. This may include any or all of the following (in order of severity):
    • The harasser will issue an apology to the complainant, either verbally or in writing;
    • The harasser will be have their participation in the TNIM event terminated;
    • The harasser will have their TNIM membership revoked without compensation for dues paid;
    • The harasser will be banned from future participation in all TNIM events.

In the case of a criminal action or in instances where the complainant wishes to charge the harasser with a criminal action the police will be notified as required, and the Executive will proceed directly to the disciplinary section of the resolution process.