Code of Conduct - Policies & Procedures 





Harassment includes any action that creates an unpleasant or hostile situation, especially by uninvited or unwelcome verbal or physical conduct. Sexual Harassment includes unwelcome sexual advances, requests for sexual favors or other verbal or physical conduct of a sexual nature that creates an intimidating, hostile or offensive environment.


If, at any time, a Member of the FHP community feels sexually harassed or that their physical safety has been threatened by another member and feels that they are unable to work out the situation privately without jeopardizing their safety or well-being, the Member is urged immediately to contact the Director of Artistic Operations, any Member of the Board, or the Chair(s) of the Membership Committee. Confidentiality will be respected and maintained as much as possible to resolve the situation. 





It is imperative that Chorus members respect the personal boundaries of other members. The following processes have been established to open the lines of communication and create solutions to issues that may compromise the effectiveness of the organization or the contribution of its members.


1.  If a member has an interpersonal issue with a specific individual, the initial response should be to resolve the conflict informally in a constructive manner by directly communicating with the individual in a way that adheres to the Core Values.  Please communicate in person rather than by email or social media where it is possible and reasonable to do so.


2.  In the event of concerns involving the organization, or concerns involving an individual where direct communication feels too difficult and challenging, or if that was tried and was unsuccessful, please request the advice and/or assistance of your Section Rep or Section Leader.


3.  If direct channels have been tried and did not resolve a problem, or you have a reasonable basis for believing that exercising the informal channels above may jeopardize your safety or interfere with your ability to participate effectively in the organization, you may follow these steps:


  1. Discuss your concern with, and request the involvement of, the Director of Artistic Operations.


  1. If your concern involves staff, please communicate with the Executive Director or a Member of the Executive Committee of the Board of Directors.


  1. If your concern is not satisfactorily resolved, you may discuss it with, and request the involvement of, the Executive Director.   The Executive Director level normally should be considered as the final stage in the Conflict Resolution Process. 


  1. If you are dissatisfied after following steps a through c, you may raise the matter with the Board President.  The Board President has the discretion to take no action, to involve the Board, or to refer the matter back to a prior step in the Conflict Resolution Procedure. 


4. At any point in the process, the Executive Director or Board President may recommend that the individuals involved enlist the assistance of public or private external community resources such as providers of facilitation, mediation, or arbitration.  Participation in an external conflict resolution process is entirely voluntary. 


5.  At any level of the Conflict Resolution process, members in conflict with the Code of Conduct may experience consequences authorized by the Executive Director or Board President, including


  1. Requested attendance at a meeting with various staff and/or other individuals.


  1. A verbal warning from the Director of Artistic Operations or other chorus leadership.


  1. A written warning from the Director of Artistic Operations or other chorus leadership.


  1. Suspension with specified terms, such as the ability to return or re-audition after a set period of time


6.  If in good faith you believe that the conduct at issue is so egregious as to warrant an individual’s termination of membership, you may request that a panel be convened under Article II of the Bylaws.  Requests to convene an Article II Panel are made to the Executive Committee of the Board of Directors, who has the authority to determine if sufficient information is present to warrant an Article II Panel.  A request for formation of an Article II Panel does not guarantee one will be convened.