Please feel free to take, use, and adjust as necessary. I am not a lawyer and am not accountable if issues arise, either as a result of this memo or otherwise.
Hello, cast and/or crew! We’re so excited to get started with everyone — but our first order of business is one that might be a little unorthodox on film sets. It shouldn’t be.
Number one rule:
Do not harass – sexually, physically, or otherwise – your teammates. It will result in termination.
Number two rule:
Please come to me, NAME, if you feel there is an incident of harassment directed at you or anyone else.
My number is NUMBER and my email is EMAIL.
I run a safe set. I run safe post and pre production. Communication is very important regarding these issues and I’m here to mediate. In the event that you feel uncomfortable coming to me, please contact 2nd PARTY at 2nd PARTY EMAIL; she is a third party, impartial assistant who can review from afar.
What constitutes harassment? It’s when things start to interfere with our work. Offensive jokes, slurs, name calling, physical assaults, threats, intimidation, ridicule or mockery, insults, offensive objects or photos. We all know that on set things can get a little blue or handsy, and that’s okay — if it’s welcome! But if something is directed or aimed at you and you feel uncomfortable, please speak up. No one’s perfect and hopefully it’s a misunderstanding — but if it’s not, we’re here!
Formally, this is our definition of harassment:
Harassment is a form of employment discrimination that violates Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967, (ADEA), and the Americans with Disabilities Act of 1990, (ADA).
Harassment is unwelcome conduct that is based on race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information. Harassment becomes unlawful where 1) enduring the offensive conduct becomes a condition of continued employment, or 2) the conduct is severe or pervasive enough to create a work environment that a reasonable person would consider intimidating, hostile, or abusive. Anti-discrimination laws also prohibit harassment against individuals in retaliation for filing a discrimination charge, testifying, or participating in any way in an investigation, proceeding, or lawsuit under these laws; or opposing employment practices that they reasonably believe discriminate against individuals, in violation of these laws.
Petty slights, annoyances, and isolated incidents (unless extremely serious) will not rise to the level of illegality. To be unlawful, the conduct must create a work environment that would be intimidating, hostile, or offensive to reasonable people.
Offensive conduct may include, but is not limited to, offensive jokes, slurs, epithets or name calling, physical assaults or threats, intimidation, ridicule or mockery, insults or put-downs, offensive objects or pictures, and interference with work performance. Harassment can occur in a variety of circumstances, including, but not limited to, the following:
- The harasser can be the victim’s supervisor, a supervisor in another area, an agent of the employer, a co-worker, or a non-employee.
- The victim does not have to be the person harassed, but can be anyone affected by the offensive conduct.
- Unlawful harassment may occur without economic injury to, or discharge of, the victim.
Prevention is the best tool to eliminate harassment in the workplace. Employers are encouraged to take appropriate steps to prevent and correct unlawful harassment. They should clearly communicate to employees that unwelcome harassing conduct will not be tolerated. They can do this by establishing an effective complaint or grievance process, providing anti-harassment training to their managers and employees, and taking immediate and appropriate action when an employee complains. Employers should strive to create an environment in which employees feel free to raise concerns and are confident that those concerns will be addressed.
Employees are encouraged to inform the harasser directly that the conduct is unwelcome and must stop. Employees should also report harassment to management at an early stage to prevent its escalation.
So let’s have a great, fun set full of friendly people and an environment conducive to the work!
(please respond with “carrots” to indicate you have read and reviewed this entire message)
Hugs n stuff,