Harassment & Discrimination Policy

Maryland Productions (MP) and Event Revolution (RV) are committed to providing a work environment that is respectful, inclusive, and free from harassment and discrimination. This policy establishes clear expectations for behavior and defines how concerns are reported, investigated, and addressed.

Harassment or discrimination of any kind will not be tolerated.

Purpose

  • Ensure a safe, respectful, and inclusive work environment.

  • Define prohibited conduct clearly and unambiguously.

  • Encourage prompt reporting of concerns without fear of retaliation.

  • Establish consistent procedures for handling complaints.

  • Comply with applicable employment and civil rights laws.

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

  • Clients, vendors, and venue staff when interacting with MP/RV personnel

This policy applies in all work-related contexts, including warehouses, job sites, offices, company vehicles, training events, and digital communications.

Protected Characteristics

Harassment or discrimination based on any of the following protected characteristics is prohibited:

  • Race or color

  • National origin or ethnicity

  • Religion or creed

  • Sex

  • Gender identity or expression

  • Sexual orientation

  • Age

  • Disability

  • Pregnancy or parental status

  • Veteran status

  • Any other characteristic protected by applicable law

Harassment

Harassment is any unwelcome conduct that creates an intimidating, hostile, or offensive work environment or interferes with an individual’s ability to perform their job.

Examples of harassment include, but are not limited to:

  • Offensive jokes, slurs, or comments

  • Unwelcome physical contact

  • Sexual advances or propositions

  • Displaying offensive images or materials

  • Repeated unwanted communication

  • Derogatory comments about a person or group

Harassment can occur regardless of intent.

Sexual Harassment

Sexual harassment includes:

  • Unwelcome sexual advances

  • Requests for sexual favors

  • Sexually explicit comments, jokes, or gestures

  • Inappropriate touching

  • Conditioning work opportunities on sexual conduct

Sexual harassment may occur between any individuals, regardless of gender or role.

Discrimination

Discrimination occurs when an individual is treated unfairly or denied opportunities based on a protected characteristic.

Examples include:

  • Unequal job assignments

  • Denial of training or advancement opportunities

  • Unfair discipline

  • Unequal pay for equal work

  • Exclusion from work-related activities

Retaliation

Retaliation against anyone who:

  • Reports harassment or discrimination

  • Participates in an investigation

  • Raises concerns in good faith

is strictly prohibited.

Retaliation includes, but is not limited to: - Termination or demotion - Reduction in work opportunities - Threats or intimidation - Hostile treatment

Reporting Concerns

Anyone who experiences or witnesses harassment or discrimination should report it promptly.

Reports may be made to:

  • Crew Lead

  • Project Manager

  • Supervisor or Manager

  • Designated HR or administrative contact

Reports may be made verbally or in writing. Anonymous reporting may be permitted where feasible.

Investigation Process

  • All reports will be taken seriously.

  • Investigations will be conducted promptly and as confidentially as possible.

  • Both the complainant and the accused will have an opportunity to be heard.

  • Findings will be documented.

  • Appropriate corrective action will be taken when warranted.

Confidentiality will be maintained to the extent possible while conducting a fair investigation.

Corrective Action

If harassment or discrimination is confirmed, corrective action may include:

  • Coaching or training

  • Verbal or written warnings

  • Removal from a job or site

  • Suspension of work opportunities

  • Termination of employment or contract

  • Other actions deemed appropriate

The severity of action depends on the nature of the conduct and prior history.

False Reports

Reports made in good faith will not result in discipline, even if the investigation does not substantiate the claim.

Knowingly false or malicious reports may result in disciplinary action.

Responsibilities

All Personnel

  • Treat others with respect and professionalism.

  • Speak up if behavior is inappropriate.

  • Cooperate with investigations.

Managers & Supervisors

  • Model appropriate behavior.

  • Take reports seriously.

  • Escalate concerns promptly.

  • Prevent retaliation.

Acknowledgement

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