Under Equity’s Bylaws, members must be notified of essential information related to the Association. The following notices are provided to ensure members are aware of these important matters.
Member Notices
Upcoming Negotiations & Policy Review
Equity members who have worked under an agreement or policy listed below are encouraged to contribute to the negotiation or review process. Your experience working under these agreements is invaluable to the negotiation process in determining what advancements are needed.
Suggestions for improvements should be shared by email at agreements@caea.com by the stated deadlines.
Please note: The negotiation dates specified below are subject to change.
No Theatre agreements under review.
Royal Winnipeg Ballet Agreement
Expiry Date: June 30, 2026
Negotiations are scheduled to take place in March. Affected Equity members have been consulted directly.
National Ballet of Canada Agreement
Expiry Date: June 30, 2026
Negotiations are scheduled to take place in June. Affected Equity members have been consulted directly.
Alberta Ballet Agreement
Expiry Date: June 30, 2026
Negotiation dates have not been confirmed. Affected Equity members have been consulted directly.
No Opera Agreements under review.
There are no engagement policies under review in 2026.
The current policies remain in effect until new policies are released.
Equity’s Council Policies necessitate consultation with members affected by agreements and/or policies in advance of negotiation and/or review.
Please be advised: emails received at agreements@caea.com are kept confidential but are shared with Equity staff working on a set of negotiations or policy revisions.
Bylaw Updates
As the rules governing the rights and obligations of all members, Equity’s Bylaws are continuously reviewed by Council to ensure they reflect the current needs of the Association and its membership.
Below are the most recent amendments to the Bylaws, approved by Council at its online meeting on January 26, 2026.
Bylaw 51 has been amended to transfer approval of member resignations – previously the purview of Council – to Equity’s Executive Director and Association staff. Staff administration of member resignations is a common practice in most other professional associations, as it allows such requests to be handled more efficiently for both staff and resigning members.
As a result of these changes, the language in Bylaws 51 and 52 was streamlined and combined, and Bylaw 53 has been repealed.
Bylaw 35 was amended to move Equity’s fiscal year-end from March 31 to June 30 – which now aligns with the term for most of Equity’s major agreements. As these agreements and members’ work under them form the basis for much of Equity’s reporting, this alignment will provide more accurate information on Association’s activities.
A number of subsequent changes will result from the new fiscal year, including:
- Scheduling the National Annual General Meeting in February, beginning in 2027
- Moving the timing of Equity’s audit and approval the Association’s financial statements
- Aligning the Council work plan with the revised fiscal year
- Revising the delivery schedule for most of the Executive Director’s reporting to Council
If you have any questions regarding the amendments to the Bylaws, please email communciations@caea.com.
Complaints Process
In accordance with our Bylaws, Equity shares an annual report of formal complaints under the Complaints Process received by the Association and the status of each complaint.
The following is a summary of complaints on file during the reporting period of October 1, 2023, to September 30, 2024, and where they stand in the process:
Grounds: Excessive Penalty
Decision and Status: Upon review of the appeal request, Council upheld the original penalty.
Grounds: Bullying, discrimination, harassment, or violence in the workplace, abuse of power, reprisal, and unprofessional conduct.
Decision and Status: Accepted and referred to a Disciplinary Panel, which reached their decision based on the findings of a third-party investigation. The Respondent appealed the decision of the Disciplinary Panel. Upon review of the appeal request, the Respondent was fined, and sent a letter of reprimand with the requirement to review the tenets of a respectful workplace under the agreement/policy under which they worked, and to write to Council about their better understanding and how their behaviour would be improved in future engagements.
Grounds: Unprofessional conduct in the workplace.
Decision and Status: Accepted and referred to a Disciplinary Panel. The process is ongoing.