A formal complaint can be filed against a member of Equity for violating the Bylaws’ Standard of Professional Conduct by engaging in inappropriate behaviour in the workplace.
Workplaces may include rehearsals, performances, fittings, production meetings, auditions and interviews, travel and housing, and events organized by an Engager and related to an engagement.
Here are the definitions of inappropriate behaviour, as they appear in Equity’s Bylaws:
Abuse of Power
Use of official or vested authority to improperly disadvantage, discriminate, or harass a person, or to procure personal advantages for oneself.
Discrimination
The unfair or unequal treatment of a person on the basis of their protected personal characteristics or the Prohibited Grounds of Discrimination, as established in the Canadian Human Rights Act, and/or applicable provincial human rights legislation”.
Harassment
Any action, conduct, or comment, including of a sexual nature, that can reasonably be expected to cause offence, humiliation, or physical or psychological injury or illness. Though harassment is generally behaviour that persists over time, serious individual incidents may also be considered harassment.
Reprisal
Any action, or threat, that is intended as retaliation for claiming or enforcing a right under the Association’s Bylaws, or negotiated or promulgated agreements.
Unprofessional Behaviour
Any workplace behaviour not otherwise specified in Bylaw 67 that would reasonably be regarded as inappropriate and unprofessional within the context of a professional live performance workplace. Such behaviour includes, but is not limited to:
(i) intoxication (of any sort) while at work;
(ii) disregard for member safety or dignity in the workplace; and
(iii) theft of personal property.
Violence
Actions, conduct, threats or gestures that can be reasonably expected to cause harm, injury, or illness. Violence can include verbal threats, abuse, or intimidation.
Filing a formal complaint under Equity’s Bylaws is not a practical first step for dealing with existing workplace issues. It’s always best to address an issue directly with the engager while in the workplace, as soon as possible. The goal should be to restore a healthy, positive workplace where artists can thrive creatively and professionally.
Equity’s Complaint process does not extend to complaints against non-members. Complaints about non-members should be directed to the Engager.
If you are unsure what your options are or if your complaint falls within the scope of Equity’s Complaints Process, please contact the Association to speak with a Business Representative or a Respectful Workplace Advisor.
The Complaints Process Guide provides details of the complaint process, important time limits, and responsibilities when filing a formal complaint.
Remember, Equity has a responsibility to ensure a fair and unbiased process that respects the rights of both the complainant and respondent.
Filing a formal complaint must be done using the Complaint Filing Form. It is important to provide descriptive details regarding the event(s) that form the basis of a complaint, including:
The form can be accessed in the Forms page of your myEquity account, or download and send the completed PDF form to complaintsmanager@caea.com
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