Lyric Arts Company of Anoka, Inc. is committed to maintaining an environment that nourishes respect for the dignity of each community member, whether he or she is an employee, volunteer, officer, director, committee member, artistic participant or independent contractor.  This policy is adopted in furtherance of that tradition, striving to safeguard the health and well being of all of its members and to create an environment free of discrimination and unlawful harassment.

Discrimination is unwelcome conduct that affects tangible job benefits and that is directed at a person on the basis of their membership in a protected class; i.e. color, creed, religion, national origin, sex, martial status, public assistance status, disability, sexual orientation, age or any other status protected by law.

Unlawful harassment is unwelcome conduct that is directed at a person on the basis of their membership in a protected class and that unreasonably interferes with an individual’s work performance or has the purpose or effect of creating an intimidating, hostile or offensive working environment.

Harassment can include such behavior as slurs, demeaning jokes or comments, innuendoes, unwelcome compliments, pranks, stereotypical comments, derogatory descriptions or other verbal or physical conduct.

Sexual harassment occurs when discrimination or unlawful harassment is sexual in nature or gender-based.  Sexual harassment involves making unwelcome sexual advances, requests for sexual favors or other conduct of a sexual nature, where:

a)   submission to such conduct is made either explicitly or implicitly a term or condition of an employment;

b)   submission to or rejection of such conduct is used as the basis for promotions or other employment decisions;

c)   such conduct interferes with an individual’s work performance or creates an intimidating, offensive, or hostile working environment.

Sexually harassing conduct may include use of suggestive sexual comments, jokes, or innuendo; persistent, unwanted flirtation or invitations for dates or other social activities; unwelcome sexual advances or passes; sexual remarks or questions about a person’s body, clothing or sexual activities; patting, pinching, or other offensive touching; or displays of sexually suggestive pictures or objects.

Community Member Responsibility:

Community members, who are subject to discrimination or harassment by another community member or from an outside party in the workplace, will promptly take the following steps:

1.   Place the offending person upon notice and request that the behavior stop.

2.   Any member, who may be uncomfortable in performing the above step, or in instances where the behavior continues, should immediately notify their supervisor, requesting that a written record be made of the alleged offense and the efforts made to solve the problem.  The report will cite dates, times, places, witnesses and be signed by the complainant to facilitate the investigation process.  If the supervisor is the individual committing the alleged offense, such conduct will be reported to the Executive Director.

Due to the personal nature of this type of complaint, if a member feels uncomfortable speaking to their supervisor, he or she may report the alleged activity to the Managing Director, Executive Director or Board Chair with the understanding that whomever they speak to will advise the member’s immediate supervisor, unless that supervisor is the subject of the complaint.

3.   If the alleged offense involves the Executive Director, the Board Chair will be notified.

Community members who witness or become aware of any incident of possible discrimination or harassment towards another community member will report the incident immediately to their supervisor.  The “victim” does not have to be the person discriminated against or harassed, but could be anyone affected by the offensive behavior.

Management Responsibility:

Supervisors or managers, who observe, experience or are told of any incidents or alleged incidents of discrimination or harassment must immediately report them directly to the Managing Director or Executive Director.  The initial report will be followed by a written report documenting the incident within one business day.  Alleged incidents involving the Executive Director will be reported to the Board Chair.

The Managing Director will ensure that this policy is read and discussed with all community members at least on an annual basis.  Supervisors will review and discuss this policy with new community members during the onset of their employment or post and provide them with a copy for their personal reference.


All complaints will be investigated promptly, impartially, and discreetly.  All investigations will be completely documented.  Upon completion of the investigation, the appropriate parties will be notified of the findings.  Any community member found to have engaged in discrimination or harassment will be subject to appropriate disciplinary action, up to and including termination.  Offenders may also be personally liable for any legal and monetary damages.  Immediate and appropriate steps will also be taken if any outside party (such as an independent contractor or vendor) is found to have unlawfully discriminated against or harassed a community member.

Reports of discrimination or harassment will be kept confidential to the extent possible, consistent with the need for a thorough investigation.  Lyric Art Company of Anoka, Inc. will not retaliate or take any form of reprisal against any victim of or witness to discrimination or harassment expressed in good faith.  Any community member who intentionally initiates a false allegation, retaliates against another member or witness because of a complaint of discrimination or harassment, or because of participation in any investigation, will be subject to discipline, up to and including termination.