Code of Conduct

The Code of Conduct establishes the expectations for professional behavior for all individuals working with Maryland Productions (MP) and Event Revolution (RV). This policy applies to employees, freelancers, contractors, and anyone representing the company in the warehouse, on-site, in the office, or in digital spaces.

Professional conduct is essential to maintaining a safe, respectful, and productive working environment and protecting the company’s reputation.

Purpose

  • Define acceptable and unacceptable behavior.

  • Promote a respectful, inclusive, and professional workplace.

  • Protect employees, freelancers, clients, and partners.

  • Establish a framework for accountability and enforcement.

  • Ensure consistent expectations across all roles and departments.

Who This Policy Applies To

This policy applies to:

  • Employees (full-time and part-time)

  • Freelancers and independent contractors

  • Temporary staff and interns

  • Managers, supervisors, and project managers

  • Anyone representing MP or RV to clients, venues, or the public

Compliance with this policy is a condition of engagement.

Core Conduct Expectations

All personnel are expected to:

  • Treat others with respect and professionalism.

  • Communicate clearly, honestly, and courteously.

  • Follow all safety rules and SOPs.

  • Act in the best interest of the company and the client.

  • Take responsibility for their actions and decisions.

  • Represent MP/RV positively at all times.

Professional Behavior

Expected Behavior

  • Arrive on time and prepared for assigned work.

  • Follow instructions from crew leads and project managers.

  • Maintain a calm and professional demeanor, even under pressure.

  • Use appropriate language in all interactions.

  • Respect differences in background, identity, and experience.

Unprofessional Behavior

The following behaviors are not acceptable:

  • Disrespectful, aggressive, or abusive language or actions

  • Yelling, intimidation, or threats

  • Public arguments with crew, clients, or venue staff

  • Refusal to follow reasonable instructions

  • Reckless or unsafe behavior

  • Harassment, discrimination, or bullying of any kind

Harassment & Discrimination

MP/RV maintains a zero-tolerance policy for harassment and discrimination.

This includes, but is not limited to:

  • Harassment based on race, color, religion, sex, gender identity, sexual orientation, age, disability, national origin, or any other protected characteristic

  • Unwelcome sexual advances or comments

  • Inappropriate jokes, gestures, or remarks

  • Retaliation against anyone who reports a concern

Concerns should be reported immediately to a manager, PM, or designated contact.

Substance Use & Impairment

  • Working while impaired by drugs or alcohol is strictly prohibited.

  • Possession or use of illegal substances during work is prohibited.

  • Alcohol consumption during work hours or on-site is not permitted unless explicitly approved by management.

  • Prescription medications must not impair the ability to work safely.

Anyone suspected of impairment may be removed from the job site immediately.

Safety & Responsibility

  • Safety rules must be followed at all times.

  • Stop work authority applies to everyone.

  • Unsafe behavior or conditions must be reported immediately.

  • Tampering with safety equipment or bypassing safeguards is prohibited.

Failure to follow safety requirements is a serious violation of this policy.

Use of Company Property

  • Company equipment and systems must be used responsibly.

  • Unauthorized use of equipment is prohibited.

  • Intentional damage or negligence may result in financial responsibility.

  • Personal use of company assets must be approved in advance.

All equipment must be handled according to SOPs.

Confidentiality & Representation

  • Do not disclose confidential company or client information.

  • Do not speak on behalf of MP/RV publicly unless authorized.

  • Social media posts related to work must follow company guidelines.

  • Protect client privacy at all times.

Professional representation extends beyond the job site.

Reporting Concerns

Concerns or violations may be reported to:

  • Crew Lead

  • Project Manager

  • Supervisor or Manager

  • Designated HR or administrative contact

Reports will be handled as confidentially as possible. Retaliation for reporting concerns is strictly prohibited.

Enforcement

Violations of the Code of Conduct may result in:

  • Verbal warning

  • Written warning

  • Removal from a job or site

  • Suspension of work opportunities

  • Termination of employment or contract

Severity of action depends on the nature and impact of the violation.

Acknowledgement

All personnel may be required to acknowledge this Code of Conduct in writing. Failure to read or acknowledge this policy does not exempt individuals from compliance.