Code of Conduct

Policy Intent

TAP is committed to providing a safe and healthy space that promotes respect, courtesy, and equality. We believe that it is a shared responsibility of all to work towards the constant improvement of our space. To assist the organization in maintaining an exemplary creative environment, we require that all individuals conduct themselves in an ethical and professional manner at all times. The purpose of the Code of Conduct Policy is to maintain an environment that is open and responsive to all individuals using TAP’s space.

 

Any form of discrimination or harassment is prohibited and the organization considers all complaints seriously. All investigations will be timely, thorough, objective, and fair to all affected parties. Every person has the right to report an incident or suspected incident without fear of reprisal. 

 

It is the responsibility of every individual at TAP to build and maintain this code of ethics by supporting and actively participating in the process to maintain an environment of respect and equality. This space is for you and working together to ensure that all participants have a positive experience at TAP is a priority.

User Expectations:

All individuals using TAP space or participating in TAP activities are expected to:

  • work together to promote a space built on trust, accountability, and openness;

  • disclose any conflict of interest regarding their position within the organization; and

  • report suspected violations.

 

Unethical Behaviour:

  • TAP will not be party to the intent or appearance of unethical, unprofessional, or compromising practices.

  • Harassment or discrimination will not be tolerated.

  • Improper use of TAP spaces will not be tolerated.

 

Unacceptable Actions / Behaviours:

Unacceptable behaviours shall include, but not be limited to the following:

  • Causing physical or psychological harm to another person

  • Threats or harassing behaviour or discrimination

  • Willful damage or destruction to TAP property, or individual property.

  • Possession of a weapon while on premises, or while conducting business at TAP.

  • Disorderly, immoral, or indecent conduct.

  • Violation of health and safety practices, policies, and procedures.

  • Theft, including physical and intellectual properties.

  • The use, possession, sale, manufacture or dispensation of any illegal drug, alcohol, or paraphernalia associated with either.

  • The use of alcohol or illicit narcotics off premises that adversely affect the individual’s own safety or the safety of others on premise.

  • Dishonest, illegal or improper activities on property, or activities that damage TAP’s reputation in the community.

Personal Privacy

All individuals are entitled to the rights of personal privacy.  In the event that an individual feels that their personal privacy is being intruded upon, you have the right to confront the person and politely ask them to refrain from asking such questions.  If this is not possible, and the situation is extreme in nature, then the individual should contact the Executive Director to help resolve the issue.

 

Language

Profane language is strictly prohibited on the premises and when representing the organization offsite. The use of profane language may be offensive to some and is generally unprofessional conduct that is unacceptable on the premises.

 

Noise

Individuals should avoid causing undue distractions on the premises via excessive noise from conversations, music playing devices, cell phones or computers. Excessive noise may create an unwanted distraction that could detract from the quality of work completed and overall space experience.

 

Housekeeping

Housekeeping is everyone’s responsibility. All individuals are expected to keep their work areas clean and free from obstructions or dangerous materials. After completing tasks for the day, all individuals are expected to leave spaces clean and materials from projects must be put away in the proper spot. These practices will ensure safer working conditions and positive experiences for all users.

Definitions:

 

Discrimination

Discrimination generally refers to actions toward, or practices regarding, members of a group which results in them being disadvantaged. Discrimination is prohibited under the Ontario Human Rights Code legislation, which is intended to provide every person with the right to equal treatment with respect to services, goods and facilities.

 

Harassment

Harassment is a form of discrimination and is against the law. Harassment is defined in the Human Rights Code as “engaging in a course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome”.

 

Harassment may be physical (e.g. pushing or other unwelcome contact), verbal (e.g. threats or insults), written or visual (e.g. display of offensive and hurtful materials designed to exclude or marginalize their target). Harassment does not necessarily need to target a specific individual. A single act or expression can constitute harassment.

 

Harassment can manifest itself in many ways. Types of behaviour which constitute harassment include, but are not limited to: 

  • Jokes or hostile comments relating to physical characteristics, ancestry or age;

  • Physical or verbal teasing; 

  • Display or sharing of sexist, racist or derogatory pictures or materials;

  • Intimidation, offensive remarks, belittling and threatening behaviour;

  • Leering (suggestive staring), obscene and/or offensive gestures;

  • Inquiries or comments about a person’s sexual activities or sexual preferences;

  • Practical jokes which cause awkwardness or embarrassment, endanger safety or negatively affect others;

  • Derogatory nicknames; and/or

  • Unwelcome physical or sexual contact.

Reporting Harassment or Discrimination

Any individual who feels that they have been the victim of, or witnessed harassment or discrimination on premis, should report the incident to the Executive Director immediately. All allegations of discrimination and/or harassment will be investigated by the Executive Director. In the event that the allegation is against the Executive Director or may be compromised by the Executive Director’s relationship with the alleged, the individual is encouraged to report directly to the Board of Directors Executive (Chair or Co-Chair). The Board can then participate or employ the services of a qualified third party in the investigation of reported incidents.

Policy Scope:

All sections of this policy apply to all individuals who work and use TAP space or participate in TAP programs. This policy applies to all individuals that are on TAP premises or those who may be acting on behalf of the organization in offsite locations.