Anti-harassment policy

Nevada Comedic Training (DBA “Reno Improv”) is committed to a work and performance environment in which all individuals are treated with respect and dignity.  Each individual has the right to work and perform in a professional atmosphere that promotes equal opportunities and prohibits discriminatory practices, including harassment.  Therefore, Reno Improv expects that all relationships among persons in the workplace and performance space will be businesslike and free of bias, prejudice, discrimination, and harassment.

In order to keep this commitment, Reno Improv maintains a strict policy of prohibiting unlawful harassment of any kind, including sexual harassment and harassment based on race, color, religion, national origin, sexual orientation, gender identity or expression, sex, age, physical or mental disability, or any other characteristic protected by state, federal, or local employment discrimination laws.  This policy applies to all employer agents and employees, including supervisors and non-supervisory employees, and to non-employees who engage in unlawful harassment in the workplace.

Sexual harassment defined

Sexual harassment includes, but is not limited to, making unwanted sexual advances and requests for sexual favors where either:

  1. Submission to such conduct is made an explicit or implicit term or condition of employment or performance; or
  2. Submission to or rejection of such conduct by an individual is used as the basis of employment decisions affecting such individual; or
  3. Such conduct has the purpose or effect of substantially interfering with an individual’s work or performance, or creating an intimidating, hostile, or offensive working environment.

Individuals who violate this policy are subject to discipline up to an including the possibility of immediate discharge.

Harassment defined

Examples of unlawful harassment include, but are not limited to:

  1. Verbal conduct such as epithets, derogatory jokes or comments, slurs, or unwanted sexual advances, invitations, or comments.
  2. Visual conduct such as derogatory and/or sexually oriented posters, photography, cartoons, drawings, emails, faxes, or gestures.
  3. Physical conduct such as assault, unwanted touching, blocking normal movement or interfering with work directed at an employee because of the employees actual or perceived sex or other protected characteristic.
  4. Threats and demands to submit to sexual requests in order to keep one’s job or avoid some other loss, and offers of employment benefits in return for sexual favors.
  5. Retaliation for having reported or threatened to report unlawful harassment.


Any person who believes they have been harassed by a coworker, supervisor, or agent of Reno Improv, or by a non-employee, should promptly report the facts of the incident or incidents and the names of the individuals involved to their supervisor or to a member of the Board of Directors.  Upon receipt of a complaint, Reno Improv will undertake a prompt, thorough, objective, and good faith investigation of the harassment allegations.

If the organization determines that harassment has occurred, effective remedial action will be taken in accordance with the circumstances involved.  Any employee or member determined by the organization to be responsible for harassment will be subject to appropriate disciplinary action, up to and including termination.

No retaliation

No person shall be retaliated against for filing a complaint and/or assisting in a complaint or investigation process.  Further, Reno Improv will not tolerate or permit retaliation by supervisors or coworkers against any complainant or anyone assisting in a harassment investigation.