EFFECTIVE DATE: September 10, 2019

UPDATED: November 28, 2025

1. Mandoline Hybride Mandate

Mandoline Hybride’s mission is to develop contemporary art in various forms, with dance as its anchor. Mandoline Hybride’s activities support a large number of arts professionals, researchers, and curators through its performances, training programs, services, and production activities. 

Its mandate revolves around ongoing initiatives (Regards Hybrides, Salon58, FURIES – contemporary dance festival, L’Hybride – café & bookstore, Hautes fréquences) that require constant monitoring to ensure they remain relevant to the needs and values of the communities they serve. 

Special projects also punctuate the organization’s calendar of activities.

2. Ethical and political commitments

Mandoline Hybride acts as a leader in matters of ethics in the arts, particularly with regard to issues of decolonization and diversification of artistic programming, as well as attention to the work of women, non-binary and/or marginalized people. With clear commitments, the company hopes to contribute to reducing inequalities and moving the arts community toward healthier practices. This policy is part of this continuum for an ecology that benefits everyone. To learn more about Mandoline Hybride: www.mandolinehybride.com/a-propos/.

3. Objective of the Policy

The purpose of this policy is to affirm Mandoline Hybride’s commitment to preventing and putting an end to any situation of psychological or sexual harassment within the organization, including any form of discriminatory harassment. It also aims to establish the principles of intervention applied within the organization when a harassment complaint is filed or when a harassment situation is reported to management or a designated representative.

4. Scope of the Policy

This policy applies to all Mandoline Hybride personnel at all hierarchical levels, particularly in the following locations and contexts:

• workplaces;
• common areas;
• any other location where individuals must be present in the course of their employment (e.g., training sessions, rehearsals, performances, meetings, professional development,
• travel, social activities organized by Mandoline Hybride);
• communications by any means, technological or otherwise..

5. Definition

The Act Respecting Labour Standards defines psychological harassment as follows: : 

“Vexatious behaviour in the form of repeated conduct, verbal comments, actions or gestures that are hostile or unwanted, that affect an employee’s dignity or psychological or physical integrity and that result in a harmful work environment. For greater clarity, psychological harassment includes such behaviour when it manifests itself in the form of verbal comments, actions or gestures of a sexual nature. 

A single serious incident may also constitute psychological harassment if it has such an impact and produces a lasting harmful effect on the employee.”

The definition includes discriminatory harassment related to one of the grounds provided for in the Charter of Human Rights and Freedoms.

Harassment must be distinguished from other situations such as interpersonal conflict, work-related stress, difficult professional constraints, or the normal exercise of management rights (management of attendance, organization of work, disciplinary measures, etc.).

6. Policy Statement

Mandoline Hybride does not tolerate or accept any form of psychological or sexual harassment within the organization, whether:

• by managers toward employees or contractors;
• between colleagues;
• by any person associated with the organization: representative, client, user, supplier, visitor, or others.

Any behaviour related to harassment may result in appropriate disciplinary measures, up to and including dismissal.

 

7. Prevention of Psychological or Sexual Harassment

Mandoline Hybride is committed to taking reasonable measures to provide a workplace free from all forms of harassment in order to protect the dignity and the psychological and physical integrity of individuals.

In accordance with its legal obligations, Mandoline Hybride implements measures to identify, control, and eliminate risks of psychological or sexual harassment, including:

• distributing the policy to ensure it is accessible to all personnel, by providing copies upon hiring and by maintaining a Drive folder accessible to employees;
• maintaining ongoing vigilance regarding risks and risk factors likely to generate harassment situations, including those mentioned in Appendix 1 of this policy;
• ensuring understanding of and compliance with the policy by all individuals;
• promoting respect among individuals;
• regularly raising staff awareness regarding roles and responsibilities in harassment prevention, particularly during social activities organized by Mandoline Hybride;
• implementing a training and awareness program for personnel and for individuals designated to receive and handle complaints and reports, including:
  • integrating information related to harassment into onboarding training and contracts;
  • presenting Mandoline Hybride’s ethical commitments and values to be respected in the workplace;
  • providing access to individual or group training on incivility and psychological, sexual, or discriminatory harassment, paid for by Mandoline Hybride;
    consulting personnel regarding specific workplace situations that may create conditions likely to lead to harassment;
• holding exit meetings with departing employees to understand the reasons for their departure;
• establishing a diligent complaint and reporting handling process.

8. Expectations Toward Personnel

All personnel are responsible for adopting conduct that contributes to maintaining a workplace free from psychological or sexual harassment.

To that end, all staff members are expected to:

• contribute to maintaining a harassment-free workplace;
• respect individuals in the course of their work;
• participate in mechanisms implemented by Mandoline Hybride to prevent and stop harassment;
• report as soon as possible any situation related to harassment to one of the persons designated by Mandoline Hybride to receive and handle complaints and reports;

9. Handling of Complaints and Reports

Where possible, a person who believes they are experiencing psychological or sexual harassment should first inform the person concerned that the behaviour is unwelcome and must stop. They should also note the dates and details of the incidents as well as the steps taken to attempt to resolve the situation.

If this initial intervention is not desired or if the harassment continues, a complaint may be filed or the situation reported to one of the persons designated by Mandoline Hybride so that the problematic behaviours and the necessary corrective measures may be identified.

A complaint or report may be made verbally or in writing. The alleged behaviours and details of the incidents must be described as precisely as possible so that prompt intervention can take place to stop the situation.

The persons designated by Mandoline Hybride to receive and handle complaints and reports are:

• Élise Ross-Nadié, Administrator;
• Sylvie Lavoie, Treasurer.

Anyone who witnesses a harassment situation is also encouraged to report it to one of the designated persons mentioned above.

10. Principles of Intervention

Mandoline Hybride undertakes to:

• handle complaints or reports as promptly as possible;
• preserve the dignity and privacy of the individuals concerned, namely the complainant, the person who is the subject of the complaint, and any witnesses;
• ensure that all persons concerned are treated with humanity, fairness, and objectivity and that appropriate support is offered to them;
• protect the confidentiality of the intervention process, particularly information related to the complaint or report;
• offer, with the consent of the individuals concerned, to hold a meeting with them in order to resolve the situation;
• conduct, if necessary, a prompt and objective investigation, or assign this responsibility to an external investigator. The persons concerned will be informed of the outcome. If the investigation does not establish that unacceptable behaviour occurred, all material evidence will be retained for two years and then destroyed;
• take all reasonable measures to resolve the situation, including appropriate disciplinary measures;
• review existing harassment prevention measures to ensure they remain effective and to prevent similar events from recurring.

Any person who violates the harassment policy will be subject to appropriate disciplinary measures. The choice of measure will take into account the seriousness and consequences of the conduct as well as the individual’s prior record.

In the handling and resolution of a workplace harassment situation, no person shall suffer prejudice or retaliation from management.

A non-unionized individual who believes they have experienced psychological or sexual harassment in connection with their work may also file a complaint at any time directly with the Commission des normes, de l’équité, de la santé et de la sécurité du travail (CNESST). The maximum time limit for doing so is two (2) years from the last occurrence of the harassment.

A complaint may be filed by telephone at 1-844-838-0808 or online at:

https://www.cnt.gouv.qc.ca/services-en-ligne/plaintes-en-ligne-sur-les-normes-du-travail. An employee’s or contractor’s decision to first contact management does not prevent them from also filing a complaint with the CNESST.

APPENDIX 1 – Recognizing Psychological or Sexual Harassment

The Act Respecting Labour Standards provides criteria for determining what may be considered psychological or sexual harassment, namely:

• vexatious conduct (hurtful, humiliating);
• manifested through repeated behaviour or a single serious incident;
• in a hostile (aggressive, threatening) or unwanted manner;
• affecting the person’s dignity or integrity;
• resulting in a harmful (injurious, detrimental) work environment for that person.

These conditions include verbal comments, actions, or gestures of a sexual nature.

Discrimination based on any of the grounds listed in section 10 of the Charter of Human Rights and Freedoms may also constitute harassment: race, colour, sex, pregnancy, sexual orientation, civil status, age (except as provided by law), religion, political convictions, language, ethnic or national origin, social condition, disability, or the use of means to accommodate a disability.

By way of example, the following behaviours may be considered vexatious conduct constituting harassment if they meet all the criteria set out in the law.

Behaviours That May Be Related to Psychological Harassment

• intimidation, cyberbullying, threats, isolation;
• offensive or defamatory remarks or gestures toward a person or their work;
• verbal abuse;
• disparagement.

Behaviours That May Be Related to Sexual Harassment

Any form of unwanted attention or advance of a sexual nature, for example:

• persistent solicitation;
• suggestive looks, kisses, or touching;
• sexist insults or crude remarks;
• comments, jokes, or images of a sexual nature by any means, technological or otherwise.

APPENDIX 2 – Designated Persons Responsible at Mandoline Hybride

Mandoline Hybride shall:

• ensure that the designated responsible persons are duly trained and have the necessary tools at their disposal to handle and follow up on complaints or reports;
• allocate work time so that the designated responsible persons can carry out the duties assigned to them.

The following individuals are designated to act as responsible persons for the implementation of Mandoline Hybride’s Policy on the Prevention of Psychological or Sexual Harassment in the Workplace and Complaint Handling Procedures:

• Élise Ross-Nadié, Administrator;
• Sylvie Lavoie, Treasurer.

These responsible persons must primarily:

• inform staff about the organization’s policy regarding psychological or sexual harassment;
• intervene informally in an attempt to resolve situations;
• receive complaints and reports;
• recommend the nature of the actions to be taken to put an end to harassment.

APPENDIX 3 – Additional Resources

L’APARTÉ
Assistance for individuals experiencing harassment or violence in the cultural sector.
450-396-9449 or 1-833-LAPARTE
aparte@juripop.org
https://aparte.ca/agir#contactez-nous

Groupe d’aide et d’information sur le harcèlement sexuel au travail (GAISHT)
Organization supporting victims of workplace sexual harassment by providing information and telephone support.
514-526-0789

Action travail des femmes
Organization that defends women’s rights in employment, particularly in matters of discrimination.
514-768-7233

Centre d’aide aux victimes d’acte criminel (CAVAC)
1-866-532-2822

Centre for Victims of Sexual Assault of Montréal (CVASM)
1-888-933-9007

Sexual Assault Helpline
514-933-9007 (Montréal)
1-888-933-9007 (Province-wide in Québec)

Comic Book “Dancing Does Not Mean Accepting Everything!”
Published by the Regroupement québécois de la danse
https://www.quebecdanse.org/ressources/ressources-humaines/prevenir_violences_harcelement/bande-dessinee/

Colimaçon

Colimaçon offers services to organizations to support them in caring for their internal dynamics.
https://colimacon.info/home