Space Users Terms and Conditions, Policies and Procedures

Terms & Conditions for Liability and Assumption of Risk

All space users

I realize that participation in movement based activities could result in some possible personal injury. Despite precautions being taken by the Movement Studio or any other room at Wildseed Centre for Art & Activism, accidents and injuries may occur. By agreeing to these terms, I assume all risks related to the use of any and all spaces at Wildseed Centre.

I agree to release Wildseed Centre from responsibility of all facilitators, dancers, staff members, and facilities used by both entities from any cause of action, claims, or demands now and in the future.

I will not hold Wildseed Centre liable for any personal injury including: scrapes, bruises, cuts, sprains, fractures, broken bones, concussions or death or any personal property damage/loss, which may occur on the premises before, during or after programming.

Furthermore, I agree to oblige to the facilitator and facility rules, and take full responsibility for my/our behavior in addition to any damage I may cause to Wildseed Centre facilities. In the event that I should observe any unsafe conduct or conditions before, during or after programming, I agree to report the unsafe conduct or conditions to Wildseed Centre for Art &Activism as soon as possible. I agree to act in accordance with Wildseed Centre’s Health and Safety Policy, Violence and Harassment Policy, and all other applicable policies and laws.

Adoption Date: August 13, 2023
Revision Date: May 14, 2024
Author: Internal Coordinator

To download a PDF of this policy.

Health and Safety Policy

Employees
Others in a work context which may include guests, volunteers, independent contractors or consultants

M4BJ is committed to the health and safety of all employees, guests and volunteers who engage with Wildseed Centre for Art & Activism, Black Lives Matter Canada, and any other space created by the organization, albeit physical or virtual. We are committed to ongoing improvements toward an accident-free space wherein protection from injury and occupational illness are prioritised.

No job is to be regarded so urgent that time cannot be taken to do it in a safe manner. Management guarantees that every precaution reasonable in all circumstances will be taken for the protection of all workers, especially as it relates to planning, operation, and maintenance of facilities and equipment. The welfare of each worker is our greatest concern.

All supervisors, and subcontractors must protect their own workers’ health and safety. In addition, employees are expected to work in compliance with the Occupational Health and Safety Act (OHSA) and all applicable regulations as well as all safe work practices and procedures established by our organization.

We expect all employees and volunteers to have a clear understanding of where all first aid kits and fire extinguishers are located. The First Aid Kit can be found in the Atrium Cabinet, on the first floor of Wildseed Centre. The Fire Extinguishers can be found on the third floor, across from the Presentation Room, as well as the second floor, beside the Boardroom. All employees and volunteers are expected to be familiar with Wildseed Centre’s Emergency and Disaster Situation Procedures (in development).

Management will strive to eliminate any foreseeable hazards, as well as provide a safe and healthy work environment for each worker to perform their role. All hazards, health risks, accidents and injuries occurring in the workplace must be reported in writing to the Health and Safety Representative, who will report to the Executive Director. All reports of accidents and injuries must be received within 24 hours, or as soon as possible.

MONITORING THE POLICY

If you have questions or comments about the policy or its application, please speak to the Executive Director . M4BJ is open to making any required changes or amendments to its policies, and commits to an annual policy review.

Date: November 10 2020
Revision Date: August 15, 2022
Author: Managing Director

To download a PDF of this policy.

Violence and Harassment Policy

Employees
Others in a work context which may include guests, volunteers, independent contractors or consultants

M4BJ (operating as Black Lives Matter Canada and Wildseed Centre for Art & Activism) is committed to fostering a safe, dignified and respectful work environment for all who share the space within and beyond our community hub, including employees, guests, and volunteers.

Whether you are a director, a board member, a contractor, or a member of the public, M4BJ is committed to proactively responding to any and all instances of violence, abuse, harassment or harm at work or in any situation related to employment. This policy is one step toward ensuring that our workplace is not only comfortable for all, but that it also fosters a community infrastructure in which safety, transparency, support, and care are prioritized.

The Canadian Human Rights Act protects employees, guests and volunteers from harassment based on race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity, marital status, family status, disability or pardoned conviction. Employees, guests and volunteers have a right to live and work without being harassed. If they are harassed, they can do something about it.

All incidents of workplace violence, abuse, harassment and harm within our organization are treated very seriously. We commit to act on all complaints – formal and informal – to ensure that they are resolved quickly, confidentially, and fairly. Anyone who has been identified as having harassed a person or group of people in relation to work that is under the scope of and purview of M4BJ will be required to participate in a resolution process rooted in community accountability, of restorative and transformative justice.

By addressing violence, harassment, abuse, and harm through community accountability measures, we can create safety, justice, reparations, and healing with new social agreements without relying on police, prisons, childhood protection services, or any other state systems.

DEFINITIONS

Harassment – any comment or behaviour that demeans, humiliates, or embarrasses a person, and that a reasonable person should have known would be unwelcome. It includes actions, comments, or displays. It may be a single incident or continue over time. Examples include:

unwelcome remarks, slurs, jokes, taunts, or suggestions about a person’s body, clothing, race, national or ethnic origin, colour, religion, age, gender, sex, marital status, familystatus, physical or mental disability, sexual orientation, pardoned conviction, or other personal characteristics;
insulting gestures or practical jokes of a nature which cause awkwardness or embarrassment;
offensive comments and/or actions which demean, humiliate or threaten an individual or group;
refusing to work with or talk to
written, verbal, sexual or physical abuse, assault or threats;
patronizing, condescending or humiliating an employee in front of other co-workers.
a person by reason of any of the prohibited grounds; demands for sexual favours or unwanted sexual overtures;
unnecessary physical contact, such as touching, patting or pinching;
sexual assault;
domestic violence;
physical assault;

Sexual harassment – any behaviour in which someone engages in a course of vexatious comment or conduct based on sex, which is known or ought to be known as unwelcome. Examples include:

asking for sex in exchange for a benefit or a favour;
calling people sex-specific derogatory names;
unwelcome sexual remarks, invitations, or requests (including persistent, unwanted contact after the end of a sexual relationship);
saying or doing something because you think a person does not conform to sex-role stereotypes;
posting or sharing pornography, sexual pictures or cartoons, sexually explicit graffiti, or other sexual images (including online).
implied or expressed promise of reward for complying with a sexually oriented request; or c. implied or expressed threat of reprisal, actual reprisal or the denial of opportunity for the refusal to comply with a sexually oriented request; or

Complainant – someone at the Wildseed Centre for Art and Activism, who has disclosed or reported an incident of violence, abuse, harassment or harm by another individual at the shared space.

Respondent – someone against whom an allegation of violence, abuse, harassment or harm has been made.

Work-related harassment can take place in the workplace itself, or outside of the workplace in a situation that is in some way connected to work. For example, employees (and guests) must be protected from harassment during delivery trips, off-site meetings, business trips, and any other event or place related to employment or when the employee is present in the course of employment.

COMPLAINT PROCEDURES

HARASSMENT COMPLAINTS

An employee, volunteer, or others who share space who allege that they have been subject to discrimination, harassed, harmed or threatened may submit a complaint.

The employee may request that contact with the alleged harasser be discontinued during the period in which the complaint is being investigated. Upon such a request, the direct supervisor shall ensure such separation. Where separation occurs the Employee with the complaint shall suffer no penalty or interference in her/his/their working conditions. Should separation impact the work of another employee the separation shall not be considered for disciplinary action.

Within ten (10) working days of receipt of the complaint, the Anti-Harassment Advisor or appropriate supervisor shall convene a meeting with the complainant. M4BJ must respond in writing to the employee within ten (10) working days of the meeting on a resolution to the grievance.

At M4BJ, the Board Chairperson is the designated Anti-Harassment Advisor. If that person is involved with the complaint, complaints can be made to the Safety Representative, who is appointed by staff.

Once a harassment report is open, the designated Anti-Harassment Advisor will ask questions such as what happened, when, where, how often and who else was present and will keep notes of this conversation. All documentation of complaints are to be kept in a secure, password protected location.

INFORMAL PROCEDURES

A complainant may wish to proceed informally at first. If this is the case, they have the option to approach the person engaging in unwanted behaviour themselves, the complainant may ask the Anti-Harassment Advisor to help them communicate with the person engaging in unwelcome or harassing behaviour, or have the Anti-Harassment Advisor speak with the respondent on their behalf. Through an informal procedure, the complainant may choose to resolve their complaint without going through a formal mediation or process.

MEDIATION

Alternatively, the complainant may wish to resolve the matter through mediation. If a qualified person from outside the organization is available to act as a mediator, and the complainant and alleged respondent agrees, that person will attempt to help the parties settle the complaint. If no one is available, a designated person may help settle the complaint, if the parties agree. Either party has the right to be accompanied and assisted during mediation sessions by someone they choose, and they also have the right to refuse mediation.

INVESTIGATION

If an employee feels they have been harassed and notifies M4BJ, the Anti-Harassment Advisor or appropriate supervisor shall conduct an investigation regardless of whether a formal complaint has been filed. The investigation process shall take no longer than fourteen (14) working days unless otherwise agreed upon by the employee and the Executive Director or appropriate supervisor. The Anti-Harassment Advisor shall then decide upon next steps in consultation with the Board. The employee shall be informed of the decision within five (5) working days following the investigation.

COUNSELLING DURING INVESTIGATION

The employee shall be offered counselling or leave (with pay) during the investigation.

TIME LIMITS

Managers and the Board have a responsibility to make sure harassment ends as soon as they become aware of it. Complaints will be resolved with the utmost urgency, ideally within one month of the complaint being made.

Complainants should be aware that there is a one-year time limit for filing a complaint with the Canadian Human Rights Commission.

PERSONAL COMPLAINT

There may be instances in which a direct supervisor or Anti-Harassment Advisor is made aware of harm, threats, violence, or harassment outside of the workplace or Wildseed Centre. In the event this occurs, supervisors and/or Advisors are encouraged to support the individual with the creation of an individual safety plan for the worker, board member, or volunteer. The development of the safety plan can be immediately enforced or used for future reference. Safety plans are to be led by the individual experiencing harm, who may choose to communicate adaptation or revocation at any time.

CONFIDENTIALITY

M4BJ will not disclose any information about a complaint, except as necessary to investigate the complaint or to take disciplinary action, or as required by law. It encourages employees and managers to respect confidentiality in the same way.

MONITORING THE POLICY

If you have questions or comments about the policy or its application, please speak to the designated Anti-Harassment Advisor or your direct supervisor. M4BJ is open to making any required changes or amendments to its policies, and commits to an annual policy review.

Adoption Date: November 10, 2020
Revision Date: August 24, 2022
Author: Executive Director

To download a PDF of this policy.

Equity & Anti-Oppression Policy

All personnel of M4BJ, Black Lives Matter – Canada, and Wildseed Centre for Art & Activism
Others in a work context which may include guests, volunteers, independent contractors or consultants

PREAMBLE

As an organization actively committed to dismantling all forms of anti-Blackness, we affirm that the ultimate goal of M4BJ (which include Wildseed Centre for Art & Activism and Black Lives Matter Canada) is Black liberation. This entails a future in which Black people on these Lands and across global colonial borders are free from white supremacy, capitalism, colonialism, misogyny, cissexism, heteropatriarchy, and all other forms of institutional, systemic and/or societal oppression.

At M4BJ, we oppose any/all discrimination on the grounds of race, ancestry, place of origin, colour, ethnic origin, citizenship, creed, sex, gender, sexual orientation, age, marital status, familystatus, disability, receipt of public assistance and/or record of offences. At the same time, we prioritize servicing all Black people, which include African, African-American, African-Canadian, Afro-Arab, Afro-Caribbean, Afro-Indigenous and Afro-Latinx persons. Ultimately, working toward liberation for all Black people is embedded across all our programs, services, operations andstrategic priorities.

M4BJ is also deeply attuned to the many ways in which inequities that enable power imbalances within our world, may show up within our own workspaces as well. In turn, this may trouble our ability to carry out our goals. As such, we have created a set of practical organizational commitments that reflect our dedication to fostering dignified, responsive and inclusive environments for all:

UNITY AGREEMENT

In order to become officially affiliated with Black Lives Matter Canada, each Chapter is required to abide by the guiding principles found below. By proxy, M4BJ extends these principles to all others who are part of our network – staff, board of directors, volunteers and others. Every day, M4BJ and all its affiliates recommit to healing ourselves and each other through the following commitments, co-created alongside comrades, allies, and family a culture where each person feels seen, heard, and supported:

We are committed to Black-led chapters and we center Black leadership.
We acknowledge, respect, and celebrate differences and commonalities.
We work vigorously for freedom and justice for Black people and, by extension, all people.
We intentionally build and nurture a beloved community that is bonded together through a beautiful struggle that is restorative, not depleting.
We are unapologetically Black in our positioning. In affirming that Black lives matter, we need not qualify our position. To love and desire freedom and justice for ourselves is a prerequisite for wanting the same for others.
We see ourselves as part of the global Black family, and we are aware of the different ways we are impacted or privileged as Black people who exist in different parts of the world.
We are guided by the fact that all Black lives matter, regardless of actual or perceived sexual identity, gender identity, gender expression, economic status, disability, religious beliefs or disbeliefs, immigration status or location.
We are a trans-led organization and take direct leadership and guidance from trans people.
We build a space that affirms Black women and is free from sexism and misogynoir.
We practice empathy. We engage comrades with the intent to learn about and connect with their contexts.
We make our spaces family-friendly and enable parents to fully participate with or without their children by creating the conditions that support parent involvement in organizing.
We dismantle the patriarchal practice that requires caregivers’ unpaid labour and create room for public and private caregiving that nurtures participation in public justice work.
We disrupt the Western-prescribed nuclear family structure requirement by supporting each other as extended families and “villages” that collectively care for one another, especially our children, to the degree that mothers, parents and children are comfortable.
We are queer led and commit to ensuring we create a queer-affirming network. When we gather, we do so with the intention of freeing ourselves from the tight grip of heteronormativity.
We cultivate an intergenerational and communal network free from ageism. We believe that people of all ages show up with the capacity to lead and learn.
We embody and practice justice, liberation, and peace in our engagements with one another.
We are an abolitionist organization.
We root our work in disability justice and Mad justice and justice for Deaf people. We recognize that we will only be free when we make the world safer for those who are most marginalized and we recognize the fact that many of the folks killed and affected by state violence are disproportionately from Deaf, Mad and disabled communities.

COMPLAINT PROCEDURES

Employees, board members, space users and volunteers may refer to the Complaint Procedure within the organization’s Violence and Harassment Policy. These sets of practices include suggested pathways for addressing systemic or interpersonal experiences of violence, harassment, abuse, and harm within our organization. Drawing on this policy is a way in which we create safety, justice, reparations, and healing without relying on police, prisons, childhood protection services, or any other state systems.

ADDITIONAL PRACTICES

All M4BJ Policies are written and reviewed through an anti-oppressive lens, using our Unity Agreement as a foundational basis for our understanding of that perspective.
For job opportunities across M4BJ, skills-based checklists based on the job description and requirements are used to help the evaluation process. At the same time, since candidates who identify as Black and hold other marginalized identities are the primary interest group of our organization, they are more strongly considered and prioritized for each role.
M4BJ’s workforce, its board of directors, all committees and other decision-making bodies reflect the diversity of Black artists, cultural workers, activists and other people who exist on these Lands.
In order to facilitate inclusive internal communication, M4BJ encourages all team members to share, refer to, and respect gender pronouns used within Email Signatures, Zoom Names, Name Tags, Introductions, or other direct/indirect communication.
We believe that learning and unlearning institutional, systemic and/or societal oppression is an unending journey. As such, anti-oppression workshops are scheduled on an annual basis. All staff and board members are required to attend, participate, and/or watch the discussion within 21 days of it being recorded. Volunteers and other affiliates are encouraged to attend, participate and/or watch the discussion recording.

MONITORING THE POLICY

If you have questions or comments about the policy or its application, please speak to your direct supervisor. M4BJ is open to making any required changes or amendments to its policies, and commits to an annual policy review.

Date Reviewed: August 15, 2022
Revision Date:
Author: Executive Director

To download a PDF of this policy.

COVID-19 Safety Plan Policy

Employees
Board of Directors
Others in a work context which may include guests, volunteers, independent contractors or consultants

The following is a snapshot of public health measures being taken by M4BJ (operating as Black Lives Matter Canada) at the Wildseed Centre for Art & Activism. It includes actions being taken by Management, along with steps that all guests of Wildseed Centre can take in order to keep themselves and each other safe.

Measures we’re taking

Space booking agreement that includes health and safety protocols.
In accordance with Provincial and Municipal Regulations, all guests are encouraged to show proof of vaccination, corresponding identification, and self-assess ahead of entering the building. Exemptions include those under the age of 12 and those with medical exemptions.
Staff, Board Members, and all relevant Contractors are encouraged to submit their proof of vaccination to Management. Staff, Board Members and all relevant Contractors who have not received their COVID-19 vaccinations are expected to inform relevant HR Representatives and actively self-monitor their symptoms
If Staff, Board Members or relevant Contractors contract the virus, they are encouraged to await negative results before returning to work from Wildseed Centre.
Prior to request for medical information, consent forms will be issued to all Staff, Board Members and relevant Contractors.
Guests, Staff, Board Members and other space users who feel unwell or (a) have COVID symptoms, (b) have tested positive for COVID-19 test in the past 5 days, or (c) have had close contact with anyone confirmed or suspected of having
COVID-19 may not enter Wildseed Centre. These guests are encouraged to return to Wildseed Centre when they are symptom-free.
Although weekly cleaning services are arranged at Wildseed Centre, staff are encouraged to wipe down all surfaces in use twice during their visit – upon arrival and prior to leaving.
All guests are expected to wear a mask or face covering over their mouth and nose while at the Wildseed Centre, unless they are eating or drinking.
Signage on the following: reminders of 2-meter distance; lists of COVID symptoms for self diagnosis; instructions on wearing a mask; hand-washing guidelines in washroom and kitchenette; and cleaning protocols across the Centre.
Keeping updated on municipal, provincial and federal updates on changed regulations, and checking in internally.
Updating staff and website when there are major changes to public health protocols.

Each guest is encouraged to self-monitor and self-assess ahead of entry.
Any internal staff or board members who have not received their vaccination must submit proof of negative results using the Rapid Antigen Results form.
Self-diagnosis and environmental scan throughout Wildseed Centre including but not limited to bulletin boards.

Physical distancing and separation
Minimize multiple bookings in a day, wherever possible
Wherever possible, staggering office and co-working space usage
Keep your mask or face covering (over your nose and mouth), when you enter Wildseed – even if you are alone.
Wherever possible, encouraging 2 meters of distance between guests.

Outsourcing cleaners on a weekly basis.
Providing PPE (Personal Protective Equipment).
Cleaning surfaces.
Hand sanitizer provided.

HVAC (heating, ventilation, and air-conditioning)

Send an internal notice to those who have been in the space within the 14 day window of suspected exposure. While self-isolation is not required, encourage these guests to monitor for symptoms and continue with their regular routines.
Immediate scheduling of deep cleaning services and 24 hour closure.
Requesting that the person with a potential case or exposure stay home for 5 days, and suggest that they reference the following document.
If required, contact Toronto Public Health Hotline for further advising on next steps (416-338-7600 ext. 8)

Most, if not all programming with Black Lives Matter Canada and Wildseed Centre, are currently being run using hybrid models (both online and in person).
Most, if not all Board Meetings, Committee Meetings, and Staff Meetings are held online.
While some staff’s portfolios may require site visits from time to time, staff and working board members are encouraged to work from home whenever possible.
Ahead of construction completion, re-entry plans will be discussed with the Safety Committee, Staff, Board Members and Volunteers.

The following safety plan will be reviewed every quarter by the Safety Committee.
Review should also include amendments to the safety plan as needed.

Date: December 15, 2020
Revision Date: August 15, 2022
Author: Executive Director

To download a PDF of this policy.

Need help?

Wildseed Centre for Art & Activism
24 Cecil Street
Toronto, ON
M5T 1N2
Canada
Website: https://wildseedcentre.com
Email: info@wildseedcentre.com
Phone number: 647 351 9961